HR Business Partner

Role Purpose

The HR Business Partner (HRBP) serves as a trusted advisor to business leaders, translating business priorities into people strategies that strengthen organizational effectiveness, workforce capability, leadership effectiveness, employee engagement, and business performance.

Partnering closely with operational and functional leaders, the HRBP provides strategic and hands-on support across workforce planning and budgeting, organization effectiveness, talent management, employee relations, performance management, change initiatives, compensation, payroll and benefits administration. The role requires a commercially minded HR professional who is comfortable operating in large, fast-paced operational environments.

Key Responsibilities

Strategic Business Partnering

• Partner business leaders to understand strategic priorities and develop people plans that support business growth, operational excellence, and organizational effectiveness.
• Provide practical and commercially sound advice on workforce planning, talent management, succession planning, leadership effectiveness, employee engagement, and organizational change.
• Act as a trusted advisor to leaders on people-related decisions and workforce challenges.
• Translate business priorities into actionable HR initiatives with measurable outcomes and clear accountability.

Workforce, Talent & Organization Effectiveness

• Lead workforce planning, organization design, succession planning, talent reviews, and capability-building initiatives for assigned business units.
• Identify workforce risks, capability gaps, succession needs, and retention challenges through workforce analytics and business insights.
• Partner with HR Centers of Excellence to deliver talent acquisition, learning and development, compensation, leadership development, and employee engagement initiatives.
• Support the development of a high-performing and future-ready workforce.

Performance & Employee Relations

• Drive performance management processes, including goal setting, performance reviews, calibration, and performance improvement initiatives.
• Partner with and advise managers and business leaders on leadership effectiveness, performance management, employee development, and team effectiveness.
• Manage employee relations matters, including disciplinary cases, grievances, investigations, workplace disputes, and conflict resolution.
• Ensure fair and consistent application of company policies, employment legislation, governance standards, and HR practices.

Change Management & Employee Engagement

• Support organizational change initiatives, including restructuring, workforce integration, leadership transitions, and culture transformation programs.
• Enhance employee engagement, communication effectiveness, and change readiness across the organization.
• Partner leaders to strengthen accountability, employee experience, and organizational culture.

HR Analytics, Operations & Continuous Improvement

• Leverage workforce data, HR metrics, and business insights to identify trends, diagnose issues, and recommend data-driven solutions.
• Monitor the effectiveness of HR initiatives and provide recommendations for continuous improvement.
• Support HR projects that enhance organizational capability, employee experience, and HR service delivery.
• Partner with HR Shared Services and country HR leads to ensure smooth and seamless HR operations, including benefits and payroll administration.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related discipline.
• Minimum 10 years of progressive HR experience, including significant HR Business Partner experience supporting senior business leaders.
• Proven experience supporting large operational environments such as manufacturing, agribusiness, commodities, refining, logistics, supply chain, industrial, or related sectors.
• Experience supporting large operational and frontline workforce populations across multiple sites.