Job Description

Job Description As a Manager, HR Business Partner (HRBP), you will drive the design and execution of a strategic, business-aligned human capital agenda that enables the organization to achieve its objectives. You will serve as a trusted advisor to senior business leaders, providing counsel on talent strategy, leadership development, and organizational effectiveness to foster a people-centric, high-performance culture. You will also play a key role in shaping and implementing HR programs, partnering closely with other HR teams to ensure seamless delivery of initiatives that impact the business.Key ResponsibilitiesStrategic HR Leadership & AdvisoryPartner with senior business leaders to develop and execute an HR strategy aligned with business goals.Serve as a strategic HR advisor, providing insights on workforce planning, organizational design, and talent strategy.Actively influence business strategy to ensure human capital considerations are integrated into decision-making.Provide guidance on career development, succession planning, and leadership development, ensuring a strong talent pipeline.Champion people culture, coaching business leaders on effective people management practices.Talent Strategy & Workforce PlanningDrive strategic talent management, ensuring the right talent is identified, recruited, developed, and retained.Oversee key HR processes, including performance management, employee engagement, total rewards, and capability development.Analyze talent market trends and workforce data to provide actionable insights for business leaders.Work closely with HR and service delivery teams to ensure HR programs meet business needs and drive organizational effectiveness.HR Programs & Change ManagementDesign and implement HR policies, programs, and practices that support long-term business objectives.Lead change management initiatives, ensuring smooth adoption of new HR solutions and workforce transformations.Partner with internal HR teams (e.g., Talent Strategy, Total Rewards, Recruiting, Learning & Development) to enhance employee experience.Stakeholder & HR CollaborationAct as the key HR representative at the business table, influencing and shaping people decisions.Collaborate with across HR ecosystems to drive cross-functional HR initiatives.Partner with geography HR teams to align global HR strategies with local market needs.Ensure HR processes comply with employment laws, regulatory requirements, and internal governance.Agility and adaptability to thrive in a dynamic and evolving business landscape.

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