HR Business Partner

Job Description

Job purpose

The HR Partner acts as a strategic advisor and consultant to business leadership, translating business priorities into practical people plans. In this role, you will independently manage a broad range of people matters to deliver workforce outcomes that strengthen organisational capability, employee engagement and business performance. The ideal candidate balances high-level strategic thinking with hands-on HR executive to foster a high-performing, inclusive culture.

Key Responsibilities
1. Strategic Business Partnership
Partner with executive leadership and department heads to understand business priorities, identify workforce needs and translate them into practical people strategies and action plans
Lead organisational design, change management, and restructuring initiative to ensure business teams are optimised for agility and scale
Analyse workforce trends, employee feedback and key HR metrics to develop insights and recommend data-informed interventions and process improvements

2. Talent & Workforce Planning
Lead workforce and organisational planning activities, including headcount management, role design, succession planning and capability development
Partner with the Talent Acquisition team to define hiring requirements to ensure a strong pipeline of diverse, qualified candidates
Partner with Total Rewards to ensure competitive compensation, promotions, and incentive structures

3. Employee Relations
Serve as a trusted advisor to managers and employees on workplace issues, conflict resolution, and policy interpretation
Manage employee matters with sound judgement, appropriate confidentiality, and timely escalation of complex or high-risk cases

4. Performance Management
Oversee the annual performance review cycle, guiding manager through objective goal setting, fair performance appraisals and structured feedback sessions
Coach managers on effective feedback, performance improvement plans (PIP), and career development discussions

Qualifications

Bachelors Degree in Human Resources, Business Administration, Organisational Psychology, or a related field (or equivalent practical experience)
Approximately 4 to 6 years of relevant HR experience, preferably in a dedicated HRBP or HR generalist role supporting business units
Working knowledge of core HR disciplines, including employee relations, performance management, talent management, recruitment and rewards
Sound knowledge of applicable employment legislation and HR Practices

Key Competencies
Advisory and influencing: Builds credibility, provides clear advice and constructively challenges stakeholders when required
Judgement and problem solving: Assesses people matters objectively and develops practical, balanced solutions
Data literacy: Interprets workforce data and employee insights to identify trends and guide decisions
Execution and ownership: Manage multiple priorities independently and follows through on agreed outcomes
Collaboration: Works effectively across the HR team to deliver integrated solutions
Communication: Communicates clearly and sensitively with stakeholders at different organisational levels
Integrity and confidentiality: Handles employee information and sensitive matters with discretion and professionalism