Company: True Internet Data Center (True IDC), a subsidiary of Ascend Corporation
Role Purpose
The HR Business Partner (HRBP) plays a strategic role in aligning HR initiatives with business objectives at True IDC. This position acts as a trusted advisor to business leaders, driving organizational effectiveness, talent strategy, and workforce planning.
In addition, the role is expected to have strong hands-on capability in Talent Acquisition (TA) to ensure the organization attracts and secures high-quality talent in a competitive technology and data center industry.
Key Responsibilities
1. Strategic HR Partnership
- Partner with business leaders to understand business strategy, workforce needs, and organizational challenges.
- Translate business priorities into HR strategies and actionable plans.
- Drive organizational design, workforce planning, and capability building.
- Provide insights and recommendations on people-related decisions.
2. Talent Acquisition (TA) Leadership & Execution
- Act as HRBP + TA hybrid for key roles (especially technical, engineering, cloud, and data center positions).
- Collaborate with hiring managers to define job requirements, success profiles, and hiring strategies.
- Lead end-to-end recruitment process for critical roles:
- sourcing strategy
- screening & interviewing
- offer negotiation
- Build talent pipeline and employer branding initiatives in tech talent market.
- Analyze hiring data and continuously improve recruitment effectiveness.
3. Business Performance & Workforce Analytics
- Monitor workforce metrics (headcount, hiring, attrition, productivity).
- Provide data-driven insights to support business decisions.
- Identify talent gaps and propose solutions (hire, develop, restructure).
4. Employee Relations & Engagement
- Act as a trusted advisor for employees and managers on people-related matters.
- Handle employee relations cases with professionalism and confidentiality.
- Drive employee engagement initiatives aligned with business context.
- Support culture building in a fast-paced technology environment.
5. Performance Management & Talent Development
- Drive performance management processes (goal setting, evaluation, calibration).
- Identify high-potential talent and succession planning opportunities.
- Support leadership development and capability building programs.
6. Change & Transformation Management
- Support organizational changes, restructuring, or transformation initiatives.
- Ensure smooth communication and adoption across teams.
- Act as a change agent to align people with business direction.
Qualifications
- Bachelor's or Master's degree in Human Resources, Business Administration, or related field.
- 5–10+ years of experience in HRBP, HR generalist, or talent management roles.
- Proven experience in Talent Acquisition, especially for technical or specialized roles.
- Experience in technology, telecom, cloud, or data center business is a strong advantage.
- Experience working closely with senior stakeholders or business leaders.
Key Competencies
- Strong business acumen (understand tech/business context)
- Talent acquisition & hiring strategy
- Stakeholder management
- Analytical & data-driven thinking
- Communication and influencing skills
- Problem solving & decision making
- High ownership and execution mindset
- Ability to work in fast-paced and ambiguous environment
Success Measures (KPIs)
- Time-to-fill for key positions (especially critical tech roles)
- Quality of hire (performance & retention)
- Hiring manager satisfaction
- Employee engagement score
- Attrition rate (especially regrettable attrition)
- Workforce plan vs actual alignment
- Effectiveness of HR initiatives in supporting business growth
