Senior Specialist, HR Business Partner

Short Description

The Senior HR Business Advisor partners with People Leaders, and COEs to deliver HR initiatives across the employee lifecycle. The role advises on talent, performance, engagement, development, employee relations, and organizational change; gathers business requirements; analyzes HR data and recommends solutions; supports workforce strategies and leadership development; and helps improve HR policies, processes, and employee experiences through inclusive, innovative, and simplified approaches.

Description

Partner with business leaders to deliver HR initiatives in talent management, employee engagement, and internal customer experience. Using data-driven insights and HR metrics, to drive business impact and may lead projects that improve the employee experience. 

Balance strategic and tactical priorities and advise leaders on talent processes, performance management, and culture. Build trust and influence through strong business acumen, resolve increasingly complex issues, and deliver solutions that benefit both employees and the business.

Responsibilities

• Partner with business and people leaders to deliver HR initiatives that support business goals across the employee lifecycle, from hire to retire.
• Serve as a trusted consultant to people leaders giving sound, high-judgment advice on policy.
• Partner with the business on organizational design, workforce planning, succession planning, and skills development.
• Support the execution of people and workforce strategies, including project delivery and change adoption.
• Facilitate talent, team and organizational effectiveness, and change management activities within the relevant skill teams.
• Facilitate annual and mid-year reviews to drive performance management and talent development process .
• Advise leaders on strategic talent challenges.
• Coach people leaders on effective people management, including performance feedback, team development, and leadership effectiveness.
• Support leaders in building inclusive, high-performing teams.
• Guide people leaders through employee relations cases, keeping the approach objective and consistent while protecting the interests of both employees and the company.
• Execute and monitor employee engagement strategies and recognition programs.
• Maintain a meaningful floor presence to gather insights, spot early signs of disengagement, and partner with leaders on targeted improvements.
• Support compensation activities, including salary planning, salary action approvals, promotions, and job re-leveling.
• Recommend practical solutions to improve performance, retention, and employee experience.
• Gather business requirements and work with the relevant CoEs to develop HR programs, processes, and policies, and to build business solutions for people leaders and employees.
• Analyze data from CoEs, Shared Services, talent metrics, retention, and employee experience to identify trends and systemic issues.
• Direct employees and people leaders to HR Shared Services , the appropriate service channel so inquiries are resolved quickly and accurately on operational matters.
• Identify opportunities to innovate, digitalize, modernize, and simplify HR processes to improve the employee experience.
• Drive adoption of HR technology, AI, and self-service tools for effective use and better process efficiency. 

Qualifications

• Degree in Human Resources Management or related field with 8 + years of progressive HRBP experience
• Preferably from tech/ Product company HRBP exp.
• Ability to influence and partner with different levels of the organization to achieve results.
• Prior experience in driving HR transformation initiatives would be preferred.
• Experience of working with global/cross cultural teams
• Strong business and HR acumen, including strong problem solving skills, critical thinking, and self-initiative.
• Energetic, self-driven individual who thrives in fast-paced environments and is determined to achieve outstanding results
• Ability to manage multiple priorities, organize workload, and deliver high-quality results on short deadlines, despite frequent interruptions. Ability to work independently with a high degree of and self-initiative. Ability to lead change management efforts and drive digital adoption.
• Good HR analytical skills ,strong problem-solving and critical-thinking skills.
• Strong operational and detail-oriented skills, with a focus on process management and accuracy.