HR Business Partner

Job purpose

The HR Partner acts as a strategic advisor and consultant to business leadership, translating business priorities into practical people plans. In this role, you will independently manage a broad range of people matters to deliver workforce outcomes that strengthen organisational capability, employee engagement and business performance. The ideal candidate balances high-level strategic thinking with hands-on HR executive to foster a high-performing, inclusive culture.

Key Responsibilities

1. Strategic Business Partnership

• Partner with executive leadership and department heads to understand business priorities, identify workforce needs and translate them into practical people strategies and action plans

• Lead organisational design, change management, and restructuring initiative to ensure business teams are optimised for agility and scale

• Analyse workforce trends, employee feedback and key HR metrics to develop insights and recommend data-informed interventions and process improvements

2. Talent & Workforce Planning

• Lead workforce and organisational planning activities, including headcount management, role design, succession planning and capability development

• Partner with the Talent Acquisition team to define hiring requirements to ensure a strong pipeline of diverse, qualified candidates

• Partner with Total Rewards to ensure competitive compensation, promotions, and incentive structures

3. Employee Relations

• Serve as a trusted advisor to managers and employees on workplace issues, conflict resolution, and policy interpretation

• Manage employee matters with sound judgement, appropriate confidentiality, and timely escalation of complex or high-risk cases

4. Performance Management

• Oversee the annual performance review cycle, guiding manager through objective goal setting, fair performance appraisals and structured feedback sessions

• Coach managers on effective feedback, performance improvement plans (PIP), and career development discussions

Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, Organisational Psychology, or a related field (or equivalent practical experience)

• Approximately 4 to 6 years of relevant HR experience, preferably in a dedicated HRBP or HR generalist role supporting business units

• Working knowledge of core HR disciplines, including employee relations, performance management, talent management, recruitment and rewards

• Sound knowledge of applicable employment legislation and HR Practices

Key Competencies

Advisory and influencing: Builds credibility, provides clear advice and constructively challenges stakeholders when required

Judgement and problem solving: Assesses people matters objectively and develops practical, balanced solutions

Data literacy: Interprets workforce data and employee insights to identify trends and guide decisions

Execution and ownership: Manage multiple priorities independently and follows through on agreed outcomes

Collaboration: Works effectively across the HR team to deliver integrated solutions

Communication: Communicates clearly and sensitively with stakeholders at different organisational levels

Integrity and confidentiality: Handles employee information and sensitive matters with discretion and professionalism