HR Business Partnering Manager

About The Job

The HR Business Partner serves as a trusted advisor to business leaders and people managers, partnering closely with assigned practices and functions to align people priorities with business goals. This role drives employee engagement, talent management, workforce planning, organizational effectiveness, and performance management initiatives while ensuring a consistent employee experience across the organization.

As a key member of the People Team, the HR Business Partner Manager partners with leaders to build high-performing teams, strengthen manager capability, proactively address workforce challenges, and foster an inclusive, people-first culture that enables sustainable growth.

Key Accountabilities

Strategic People Partnership & Business Support

• Partner with practice and functional leaders to understand business priorities and translate them into actionable people plans.
• Provide guidance and consultation on organizational design, workforce planning, employee relations, performance management, and talent decisions.
• Support business leaders in navigating people-related challenges while balancing employee experience, business needs, and company values.
• Leverage workforce data and people insights to identify trends, risks, and opportunities and recommend practical solutions.
• Collaborate with People COEs (Talent Acquisition, Learning & Development, Total Rewards, and HR Operations) to deliver integrated people solutions.
  
  

Employee Engagement, Retention & Culture

• Drive employee engagement initiatives within assigned business groups and support action planning based on engagement survey results.
• Partner with managers to identify retention risks and implement proactive measures that enhance employee experience and reduce regrettable attrition.
• Promote a culture of inclusion, collaboration, recognition, and accountability aligned with 2X values.
• Facilitate stay conversations, feedback discussions, and other engagement practices that strengthen employee commitment and morale.
• Support the implementation of employee well-being initiatives that foster resilience and sustainable performance.
  
  

Performance Management & Leadership Support

• Guide managers through performance management processes, including goal setting, coaching conversations, development planning, and performance improvement initiatives.
• Build manager effectiveness by coaching leaders on people management best practices, communication, employee development, and conflict resolution.
• Support talent review and succession planning activities to strengthen leadership pipelines and business continuity.
• Partner with Learning & Development to identify capability gaps and support delivery of targeted development solutions.
  
  

Talent & Workforce Planning

• Support workforce planning discussions by providing talent insights, organizational recommendations, and succession considerations.
• Partner with Talent Acquisition to support hiring strategies, interview processes, organizational structure planning, and workforce forecasting.
• Facilitate internal mobility and career development opportunities to enhance employee growth and retention.
• Ensure talent decisions are aligned with workforce needs, compensation frameworks, and business objectives.
  
  

Employee Relations, Policy & Compliance

• Serve as the primary People partner for employee relations matters, providing fair, balanced, and compliant guidance to leaders and employees.
• Conduct workplace investigations, manage employee concerns, and support resolution of people-related issues in line with company policies and local employment regulations.
• Ensure consistent interpretation and application of people policies, practices, and procedures.
• Partner with HR Operations and legal stakeholders to ensure compliance with employment laws and internal governance requirements.
• Support business continuity, incident management, and employee care initiatives when required.
  
  

People Analytics & Continuous Improvement

• Monitor workforce metrics including turnover, engagement, performance, absenteeism, and workforce movement trends.
• Prepare insights and recommendations that support data-driven people decisions.
• Identify opportunities to improve HR processes, employee experience, and organizational effectiveness.
• Contribute to regional and company-wide People initiatives, projects, and change management programs.
  
  

Qualifications

Education

• Degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related discipline.
  
  

Experience

• Minimum 8–10 years of progressive HR experience, including at least 4–5 years in an HR Business Partner, HR Manager, or equivalent business-facing HR role.
• Experience partnering with leaders in fast-paced, growth-oriented organizations.
• Demonstrated experience managing employee relations, talent management, organizational development, and workforce planning initiatives.
• Experience supporting change management and organizational transformation projects is preferred.
  
  

Knowledge & Skills

• Strong business partnering and stakeholder management capabilities.
• Sound knowledge of core HR disciplines including talent acquisition, employee relations, compensation, performance management, learning and development, and HR operations.
• Strong analytical and problem-solving skills with the ability to interpret people data and generate actionable insights.
• Ability to influence and coach managers across varying levels of leadership.
• Strong communication, facilitation, and relationship-building skills.
• Ability to manage multiple priorities while operating effectively in a fast-paced environment.
• Knowledge of employment legislation and HR practices within Southeast Asia is preferred.
• Fluent in English, both written and spoken.