Human Resources Business Partner

Description

The Human Resources Business Partner provides strategic HR support to senior business leaders, aligning human capital initiatives with organizational objectives within financial services or similar industries. This role focuses on driving talent management efforts, managing performance appraisal processes, and ensuring effective workforce planning in designated business units. Acting as a trusted advisor, the HR Business Partner collaborates closely with key stakeholders to tailor HR solutions that enhance employee engagement and operational performance. This position requires a professional with strong expertise in performance management, workforce analytics, and labor law compliance. The Human Resources Business Partner does not manage a team but plays a critical role in influencing change management and fostering positive employee relations across the institution. By analyzing workforce data and retention trends, the role supports leaders in making informed decisions regarding career progression, reward allocation, and employee development strategies.

Responsibilities

• Lead and manage the end-to-end annual and mid-year performance appraisal processes for assigned business units, ensuring timely and effective completion.
• Guide line managers and business leaders on objective setting, continuous feedback, performance calibration sessions, and talent rating methodologies.
• Design and oversee performance improvement plans to promote a culture of meritocracy, accountability, and continuous employee growth.
• Act as the primary HR contact and strategic partner for departmental leaders and executives, understanding business challenges and aligning HR initiatives accordingly.
• Deliver customized human resources solutions that enhance employee engagement, productivity, and operational efficiency.
• Facilitate effective change management practices across the organization, ensuring communication and employee relations are maintained at high standards.
• Analyze employee feedback, turnover patterns, and retention metrics to recommend and implement actionable engagement and retention strategies.
• Provide recommendations to business leaders on reward distribution, career advancement pathways, and employee learning and development opportunities.
• Utilize workforce analytics and manpower budgeting to forecast talent needs and optimize resource allocation in line with business growth and goals.
• Ensure compliance with local labor laws and regulations, maintaining best practices in all HR policies and procedures.
• Collaborate with HR teams and external partners to stay informed on emerging trends and regulatory changes affecting human resource management.

Experience

4 Years

Apply By

Nov 8, 2026

Required Skills

• Appraisals
• Labor Laws
• manpower budgeting
• Workforce Analytics
• Employee Development
• Career Progression
• reward allocation
• Employee Relations
• Change Management
• HR Solutions
• Employee Engagement
• Stakeholder Management
• Workforce Planning
• Talent Management
• Performance Management

Nice to Have Skills

• Negotiation
• Communication
• Conflict Resolution