JOB DESCRIPTION: HR BUSINESS PARTNER (HRBP)

Position Title: HR Business Partner

Reports To: Senior HR Leadership / General Manager

Department: Human Resources

Location: Corporate / Divisional Operations

JOB PURPOSE

The HR Business Partner works directly with General Managers to align people strategies with business objectives. This role oversees industrial relations, labor compliance, talent acquisition, total rewards, and organizational development across assigned divisions.

KEY RESPONSIBILITIES

HR Strategy

• Define and monitor divisional HR metrics, organizational design, and leadership lifecycles.

• Provide labor advisory services to General Managers to achieve strategic business goals.

• Serve as divisional subject matter expert in HR strategy meetings to resolve people and business issues.

Pre-Hire Talent Management

• Facilitate employment contracts, variations, and onboarding across assigned business units.

• Participate directly in key candidate selection to promote the organization's Employer Value Proposition (EVP).

• Engage with professional networks to build talent pipelines for specialist and leadership roles.

Post-Hire Talent Management

• Drive employee engagement, core values, succession planning, and restructuring strategies.

• Manage workforce changes to maintain productivity and minimize operational disruption.

• Supervise divisional HR staff to ensure accurate, compliant processing of final entitlements.

Workforce Management

• Oversee time capture processes, conduct internal HR audits, and resolve compliance gaps.

• Partner with Central HR (Personnel & Compensation) to manage leave liabilities and employee queries.

Reward & Budgeting

• Advise GMs on compensation, benefits policies, variable pay structures, and pay scales.

• Lead annual labor budgeting, forecasting, and Korn Ferry salary benchmarking submissions.

REQUIREMENTS & QUALIFICATIONS

Education & Experience

• Education: Bachelor’s Degree in HR, Business Management, or a related field.

• Experience: 10+ years in HR/payroll administration; 5+ years in an HR managerial role.

• Labor Knowledge: Deep expertise in local labor laws and industrial relations application.

Technical Competencies

• Expertise in organizational design, culture change, and Korn Ferry/Hay Group job evaluation methodologies.

• Advanced proficiency in employment taxes, personnel budgeting, forecasting, and HRIS systems.

• Strong track record in change management, executive reporting, and stakeholder management.

Behavioral Attributes

• High attention to detail with the ability to simplify complex technical issues for stakeholders.

• Managerial courage to handle sensitive conflict resolution independently or guide constructive debate.

• Collaborative leadership style that engages team members while maintaining accountability.