The HR Business Partner serves as a strategic HR partner to the business, working closely with management and employees to align people strategies with business objectives.
The role provides HR support across workforce planning, employee engagement, employee relations, talent management, performance, and HR operations while ensuring compliance with company policies and labour requirements.
Roles and Responsibilities
Partner with business leaders to understand workforce needs and provide practical HR solutions.
Support manpower planning, recruitment, onboarding, transfers, promotions, and workforce deployment.
Drive employee engagement, welfare, and retention initiatives across the business.
Manage employee relations matters, including grievances, disciplinary issues, investigations, and conflict resolution.
Advise managers on HR policies, procedures, and appropriate people-management practices.
Support the implementation of performance management processes and ensure timely completion of performance activities.
Identify training and development needs and coordinate appropriate interventions with the Learning & Development function.
Monitor employee attendance, leave, conduct, and compliance with company policies.
Support succession planning, talent development, and career progression initiatives.
Analyse HR data and provide management with insights on headcount, turnover, absenteeism, engagement, and other workforce trends.
Ensure effective communication of HR policies, initiatives, and organisational changes to employees.
Work with management to address workforce challenges and improve employee productivity and experience.
Ensure HR practices comply with company policies, labour laws, and applicable regulatory requirements.
Collaborate with other HR functions to ensure seamless delivery of HR services.
Support HR projects and other initiatives assigned by management.
Key Performance Indicators (KPIs)
Employee engagement and retention
Timely resolution of employee relations matters
Workforce planning and manpower efficiency
Employee turnover and absenteeism
Recruitment and onboarding effectiveness
Performance management compliance
Training and development implementation
HR policy and regulatory compliance
Employee satisfaction and HR service delivery
Accuracy and timeliness of HR reports.
Requirements
Bachelor's Degree or HND in Human Resources, Business Administration, Industrial Relations, or a related field.
Professional certification from CIPM, SHRM, HRCI, or equivalent is required.
5 - 8 years' progressive HR experience, with at least 3 years in an HR Business Partner, HR Manager, or similar role.
Experience supporting operational, manufacturing, agriculture, FMCG, or other large workforce environments is an advantage.
Required Skills and Competencies:
Strong HR Business Partnering capability
Employee relations and conflict resolution
Workforce planning and HR analytics
Recruitment and talent management
Employee engagement and retention
Strong knowledge of HR policies and labour practices
Excellent communication and interpersonal skills
Sound judgement and problem-solving ability
Strong stakeholder management
Good reporting and analytical skills
Proficiency in Microsoft Office, particularly Excel
Ability to handle confidential information with discretion.