Job Overview

Job Title: Senior HR Business Partner

Job Code: HR-W07-01

Job Family/Function: HR-Generalist & Employee Lifecycle Management

Direct Manager / Reporting to: Head of Human Resources

Professional Development Level: Senior Level (Professional Development Step 7-9)

Key Responsibilities and Duties

Core Responsibilities

The Employee’s core responsibilities include:

Integrated HR Service Management: Oversee the smooth operation and alignment of interconnected HR processes and the HR service platform across assigned business units, ensuring service continuity and quality delivery

Process-Aligned Advisory: Serve as the main point of coordination for managers and employees on all operational HR processes, focusing on applying and aligning established HR programs and guidelines to support business objectives

Workforce Process Execution: Manage the systematic execution of key workforce planning processes, including coordinating skill gap inputs, succession planning data management, and supporting the recruitment process flow for critical roles within the business unit

Performance Service Platform: Manage the end-to-end performance service platform, providing guidance on established performance management procedures and overseeing the execution steps for formal Performance Improvement Plans (PIPs)

Employee Relations System: Manage the employee relations system by executing the established process for resolving mid-level grievances and leading internal investigations, ensuring compliance and maintaining service continuity during resolution

Change Implementation and Alignment: Manage the implementation of localized HR process changes, system updates, and organizational redesigns within the business unit, coordinating efforts to minimize disruption and maintain service continuity

Policy and Process Assurance: Drive the consistent application of HR policies and practices, conducting regular compliance checks and supporting internal audits to ensure the integrity of the HR service platform

Data-Driven Process Optimization: Utilize and analyze HR process data (e.g., employee relations case trends, compliance rates, process cycle times) to diagnose issues within the service platform and recommend process adjustments for sustained quality

Shared Service Platform Liaison: Act as the critical liaison between the business unit and the HR Shared Services team (Recruitment, Compensation, Administration), ensuring seamless and integrated execution of operational tasks and employee life cycle processes across connected platforms

Specific Tasks By Professional Development Level

Step C - Job Title at Senior Level: Senior HR Business Partner

Integrated Service Oversight: Provide comprehensive reporting and senior oversight to executive stakeholders on the health, continuity, and execution of the integrated HR service platform across high-impact business areas

Complex Process Management and Alignment: Manage the systematic execution of complex workforce processes (e.g., organizational restructuring, large-scale succession data readiness) across multiple inter-related HR services, ensuring full alignment and service continuity

Performance Service Platform Optimization: Lead the optimization of the end-to-end performance service platform by identifying process bottlenecks, coordinating procedural improvements, and ensuring consistent application of performance management processes for critical roles

High-Risk Employee Relations Oversight: Oversee the execution of the established employee relations system for high-risk or politically sensitive cases, ensuring process integrity, legal compliance, and maintaining service continuity during crisis resolution

Service Platform Change Leadership: Lead the implementation of complex, cross-functional HR process changes and system rollouts that impact multiple integrated HR services, ensuring thorough process documentation and managing continuity across business units

Process Assurance and Governance Oversight: Oversee comprehensive process compliance and governance checks across the entire HR service platform, coordinating with Legal and Audit teams to ensure all integrated processes adhere to regulatory and policy requirements

Advanced Process Analysis and Optimization: Conduct deep analysis of interconnected process data to identify systemic failures or inefficiencies within the HR service platform and drive continuous, process-focused improvement efforts

Standardization and Shared Service Integration: Serve as the senior liaison with HR Shared Services, actively coordinating the standardization and integration of key operational processes across multiple business units to maximize the effectiveness of the cohesive service platform

KPIs relevant to Senior Level:

Strategic Impact: Documented evidence of HR-driven initiatives resulting in a positive impact for example, reduction in operating costs due to organizational redesign or specific business goal achievement

Succession Readiness: Achieve a minimum 75% internal succession readiness score for critical/executive roles within the business unit

Business Alignment: Achieve 90% favorable rating from executive stakeholders on HRBP strategic partnership effectiveness

Note: The KPIs are guidelines and specific measurements will be determined by the country of operations and agile

Other Tasks

The Employee is also responsible for other tasks which include:

Continuous Improvement: Proactively identify, suggest, and implement process improvements to enhance efficiency and effectiveness, and participate in the review or development of processes, policies, and related frameworks across the organization

Innovation and Automation: Contribute to initiatives focused on process automation and service innovation

Information Security: Strictly adhere to confidentiality, data security policies, and relevant regulations

Process Ownership (as assigned): Assume process ownership and/or management responsibilities as assigned

Ad Hoc Duties: Undertake other reasonable tasks and projects as directed by the Direct Manager

Qualification/ Experience / Knowledge per Professional Development Step

Senior level

Education level

• Bachelor’s degree in HR, Administration, Management or any other relevant field.
• Higher Diploma in Human Resource Management/ CHRP Certification is desirable
• Master’s degree in HR, Business Administration, or related field is desirable
• IHRM Certification or advanced equivalent (SHRM-SCP, CIPD Level 7) is desirable
• Active membership in the Institute of Human Resource Management (IHRM) is desirable

Technical Skills

Minimum of 3 years of experience in HR practice and People Management

Language level

English: B2

Previous experience (in similar position)

4 - 6 years

Personal characteristics and skills

• Eager to learn
• Detail-oriented and precise
• Analytical and structured
• Flexible, innovative, and a fast learner
• Collaborative team player
• Goal-oriented and responsible
• Customer-focused (both internal and external)
• Displays ownership
• Respectful
• Acts with integrity
• Empowered and embraces learning/growth
• Problem-solving
• Strong conceptual, analytical, and critical thinking
• Embraces, leads, and embeds change
• Effective verbal and written communication skills; able to adapt style to different audiences
• Proactively recommends improvements and innovative ideas to increase business efficiency

• Oversee the smooth operation and alignment of interconnected HR processes and the HR service platform across assigned business units, ensuring service continuity and quality delivery
• Serve as the main point of coordination for managers and employees on all operational HR processes, focusing on applying and aligning established HR programs and guidelines to support business objectives
• Manage the systematic execution of key workforce planning processes, including coordinating skill gap inputs, succession planning data management, and supporting the recruitment process flow for critical roles within the business unit
• Manage the end-to-end performance service platform, providing guidance on established performance management procedures and overseeing the execution steps for formal Performance Improvement Plans (PIPs)
• Manage the employee relations system by executing the established process for resolving mid-level grievances and leading internal investigations, ensuring compliance and maintaining service continuity during resolution
• Manage the implementation of localized HR process changes, system updates, and organizational redesigns within the business unit, coordinating efforts to minimize disruption and maintain service continuity
• Drive the consistent application of HR policies and practices, conducting regular compliance checks and supporting internal audits to ensure the integrity of the HR service platform
• Utilize and analyze HR process data (e.g., employee relations case trends, compliance rates, process cycle times) to diagnose issues within the service platform and recommend process adjustments for sustained quality
• Act as the critical liaison between the business unit and the HR Shared Services team (Recruitment, Compensation, Administration), ensuring seamless and integrated execution of operational tasks and employee life cycle processes across connected platforms
• Provide comprehensive reporting and senior oversight to executive stakeholders on the health, continuity, and execution of the integrated HR service platform across high-impact business areas
• Manage the systematic execution of complex workforce processes (e.g., organizational restructuring, large-scale succession data readiness) across multiple inter-related HR services, ensuring full alignment and service continuity
• Lead the optimization of the end-to-end performance service platform by identifying process bottlenecks, coordinating procedural improvements, and ensuring consistent application of performance management processes for critical roles
• Oversee the execution of the established employee relations system for high-risk or politically sensitive cases, ensuring process integrity, legal compliance, and maintaining service continuity during crisis resolution
• Lead the implementation of complex, cross-functional HR process changes and system rollouts that impact multiple integrated HR services, ensuring thorough process documentation and managing continuity across business units
• Oversee comprehensive process compliance and governance checks across the entire HR service platform, coordinating with Legal and Audit teams to ensure all integrated processes adhere to regulatory and policy requirements
• Conduct deep analysis of interconnected process data to identify systemic failures or inefficiencies within the HR service platform and drive continuous, process-focused improvement efforts
• Serve as the senior liaison with HR Shared Services, actively coordinating the standardization and integration of key operational processes across multiple business units to maximize the effectiveness of the cohesive service platform
• Proactively identify, suggest, and implement process improvements to enhance efficiency and effectiveness, and participate in the review or development of processes, policies, and related frameworks across the organization
• Contribute to initiatives focused on process automation and service innovation
• Strictly adhere to confidentiality, data security policies, and relevant regulations
• Assume process ownership and/or management responsibilities as assigned
• Undertake other reasonable tasks and projects as directed by the Direct Manager

• Eager to learn
• Detail-oriented and precise
• Analytical and structured
• Flexible, innovative, and a fast learner
• Collaborative team player
• Goal-oriented and responsible
• Customer-focused (both internal and external)
• Displays ownership
• Respectful
• Acts with integrity
• Empowered and embraces learning/growth
• Problem-solving
• Strong conceptual, analytical, and critical thinking
• Embraces, leads, and embeds change
• Effective verbal and written communication skills; able to adapt style to different audiences
• Proactively recommends improvements and innovative ideas to increase business efficiency

• Bachelor’s degree in HR, Administration, Management or any other relevant field.
• Higher Diploma in Human Resource Management/ CHRP Certification is desirable
• Master’s degree in HR, Business Administration, or related field is desirable
• IHRM Certification or advanced equivalent (SHRM-SCP, CIPD Level 7) is desirable
• Active membership in the Institute of Human Resource Management (IHRM) is desirable
• Minimum of 3 years of experience in HR practice and People Management
• English: B2
• 4 - 6 years of previous experience in a similar position