The HR Business Partner (HRBP) acts as a strategic advisor to the CMS Roads leadership team, partnering the business to translate business strategy into effective people, organisation, and capability outcomes. The role focuses on workforce planning, people cost discipline, talent and performance effectiveness, employee relations and people risk management, while working closely with Group HR Centre of Excellence (COE) and Centre of Scale (COS) for solution design and execution.
Responsibilities
1. Strategic HR Partnership
- Partner the Managing Director and leadership team on people and organisation matters to support business objectives and operational performance.
- Provide forward-looking HR advice on organisational design, workforce strategy, and leadership effectiveness.
- Act as a trusted advisor and sounding board to business leaders on sensitive and complex people matters.
2. Workforce Planning, Headcount & People Cost Governance
- Support workforce planning aligned to approved business plans, ensuring headcount and role structures remain within approved limits.
- Monitor people cost trends and workforce composition, highlighting risks, inefficiencies, or misalignment to management and Group HR.
- Provide HR input on restructuring, redeployment, and productivity improvement initiatives.
3. Talent, Performance & Capability Enablement
- Coach leaders on performance management, goal setting, feedback, and performance improvement actions.
- Support talent reviews and succession planning for critical roles in partnership with Group HR.
- Identify critical capability and leadership gaps and work with HR COEs to design appropriate development interventions.
- Support career conversations and leadership development initiatives for key talent.
4. Employee Relations & People Risk Management
- Act as the first point of escalation for complex employee relations, disciplinary, grievance, and misconduct matters.
- Ensure consistent and fair application of company policies, labour laws, and governance standards.
- Proactively identify and manage people-related risks to minimise legal, industrial, and reputational exposure.
- Partner with Group HR, and relevant stakeholders as required.
5. Change, Culture & Engagement
- Support business-led change initiatives, including restructuring, process changes, and transformation programmes.
- Reinforce organisational values, leadership behaviours, and desired culture within the SBU.
- Work with leaders to address engagement, morale, and retention risks, particularly for critical roles.
6. Interface with Group HR COEs & CoS
- Work closely with Group HR COEs on policy interpretation, rewards, learning and development, talent management, and organisational design solutions.
- Interface with HR CoS to ensure effective execution of recruitment, onboarding, HR operations, and reporting.
- Provide business context and priorities to enable HR solutions that are practical and fit-for-purpose.
7. Data, Insights & Reporting
- Use people data and HR metrics to provide insights to business leaders on workforce trends, risks, and opportunities.
- Review and validate HR reports prepared by HR CoS, highlighting key issues and recommended actions to management.
Qualifications
- Bachelor's Degree in Human Resource Management, Industrial Relations, Business Administration, or a related discipline.
- Minimum 8 years of progressive HR experience, with exposure to HR business partnering, employee relations, and workforce planning.
- Strong working knowledge of Malaysian labour laws and HR governance practices.
- Demonstrated ability to partner senior leaders and influence outcomes in a complex, operational environment.
- Strong analytical, communication, and stakeholder management skills.
- Proficient in Bahasa Malaysia and English (spoken and written).
- Comfortable operating in a fast-paced, high-accountability environment.
- Experience in large organisations, shared services, MNCs, or complex operating environments is an advantage.
