Role & Responsibilities:

1.Strategic Communication & HR Advisory

Partner with business leaders to communicate, implement, and monitor HR policies, ensuring consistent execution aligned with business objectives.
Provide strategic HR advisory and drive the implementation of people initiatives across the entire HR value chain, ensuring effective adoption throughout the business.

2. HR Project Management & Process Improvement

Lead and drive HR strategic initiatives and special projects from planning and KPI/OKR setting through execution, monitoring, and post-implementation evaluation.
Identify process bottlenecks and optimize HR processes to improve efficiency, agility, and operational effectiveness while enhancing business support.

3.HR Analytics & Strategic Problem Solving

Analyze workforce data and HR metrics, including turnover, productivity, engagement, and headcount, to identify business challenges, trends, and opportunities.
Develop and recommend data-driven HR solutions and action plans that address business needs and improve organizational performance.
Collaborate with cross-functional stakeholders to gather business insights and support strategic workforce planning and decision-making.

4.HR Strategy & Workforce Planning

Partner with business leaders to develop HR strategies and workforce plans that align with organizational goals, budgets, and future business requirements.
Design and implement people management and talent development plans that support business strategy while ensuring alignment with corporate HR policies.

5.Talent Management & HR Business Partnering

Serve as a trusted HR advisor by providing guidance on people management, organizational development, and employee-related matters.
Drive employee engagement and employee relations initiatives tailored to the needs of each business unit.
Partner with Talent Acquisition to oversee recruitment, selection, and onboarding activities for assigned business units.
Lead Talent Management and Succession Planning initiatives, including leadership development and high-potential talent programs.
Ensure seamless delivery of HR operations and end-to-end HR support across assigned business units while maintaining service excellence.

Qualifications:

Bachelor's or Master's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field.
At least 10 years of progressive HR experience, with a minimum of 5 years in an HR Business Partner or HR leadership role.
Proven ability to serve as a strategic HR advisor, partnering with business leaders to align people strategies with organizational objectives.
Strong expertise in HR Analytics, leveraging data insights to identify business challenges, develop people solutions, and support strategic decision-making.
Demonstrated experience in leading HR transformation, process improvement, and organizational change initiatives.
Strong project management skills with the ability to drive cross-functional HR initiatives from planning through execution and evaluation.
Experience in workforce planning, talent management, succession planning, employee engagement, and organizational development.
Excellent stakeholder management, communication, influencing, and consulting skills, with the ability to build strong relationships across all levels of the organization.
Strong analytical and problem-solving skills with a proactive, solution-oriented mindset.
Excellent command of English, both written and spoken.

Head of HR Business Partner