Key Responsibilities

Strategic HR Partnership

• Partner with business leaders to translate organizational strategy into HR initiatives.

• Drive workforce planning, organizational design, and succession planning.

• Provide HR insights for business decisions related to talent, structure, and culture.

• Support change management and transformation projects.

Talent Management & Development

• Collaborate on talent acquisition strategies for critical roles.

• Identify high-potential employees and develop career paths and development plans.

• Implement learning and development initiatives aligned with business needs.

• Support leadership capability building and coaching.

Performance & Rewards

• Drive performance management cycles, including goal setting, feedback, and appraisals.

• Partner with Total Rewards team on compensation benchmarking and incentive design.

• Advise managers on employee recognition and retention strategies.

• Ensure fairness, equity, and transparency in reward systems.

Employee Relations & Engagement

• Act as the primary HR contact for managers and employees on ER issues.

• Support a positive work environment, aligned with company culture and values.

• Lead engagement surveys and follow-up action planning.

• Resolve workplace conflicts and provide mediation where needed.

HR Operations & Compliance

• Ensure compliance with labor laws, policies, and regulations.

• Monitor HR metrics and provide insights to business leaders.

• Support implementation of HR systems and digital platforms.

• Partner with HR Centers of Excellence (COEs) for policy rollouts and process improvements.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).

• Professional HR certifications (CIPD, SHRM, or equivalent) desirable.

• 8–12 years of progressive HR experience, with at least 4 years in an HRBP role.

• Experience in diversified holding companies or sectors such as automotive, retail, or real estate.

• Strong background in talent management, employee relations, and organizational design.

Skills & Competencies

• Business acumen and ability to align HR with organizational goals.

• Strong stakeholder management and relationship-building skills.

• Knowledge of labor laws and HR compliance frameworks.

• Excellent problem-solving, coaching, and influencing skills.

• Data-driven approach with strong HR analytics and reporting capabilities.

• High emotional intelligence, adaptability, and change leadership.

Key Internal & External Relationships

• Internal: Business Unit Heads, Group HR Director, HR COEs (Talent, Rewards, L&D), Finance, Legal.

• External: Recruitment agencies, training vendors, HR consultants, labor authorities.

Performance Indicators (KPIs)

• Achievement of workforce planning and talent pipeline objectives.

• Employee engagement and retention rates.

• Effectiveness of performance management and talent development initiatives.

• Compliance with labor laws and HR policies.

• Strength of business leader partnership and satisfaction.