Senior Executive, HR Business Partner

The Human Resources Business Partner (HRBP) acts as a strategic advisor and liaison between business leaders, managers, and the HR function. This role drives people strategies aligned to business objectives, facilitates change management, champions HR programmes, and ensures HR policies and frameworks are implemented effectively.

Responsibilities:

Strategic Partner & Change Agent

1. Act as the primary HR advisor to business leaders and managers, providing insights, recommendations, and solutions on all people matters.
2. Partner with leadership to understand business priorities and translate them into actionable people strategies.
3. Support leaders in driving cultural alignment and influence and challenge leadership thinking to drive better talent and culture outcomes.
4. Lead organisation design, restructuring, and headcount planning to align with business strategies.
5. Support leaders in implementing retention strategies, particularly in high-attrition or high-conflict areas.
6. Support in Ops on-boarding (in collaboration with the Training team) to ensure a seamless new hire experience.

Workforce Planning & Talent Management

1. Provide data-driven workforce insights using people analytics to guide decision-making and resource allocation.
2. Identify talent gaps and work with Talent Acquisition (TA) and Talent Management (TM) teams to develop targeted hiring strategies.
3. Collaborate with leaders on succession planning and talent development initiatives based on frameworks devised by TM.
4. Guide leaders and managers through probation management, performance reviews, and moderation of calibration sessions for finalised ratings.

Employee Experience, Engagement & Retention

1. Partner with Employee Engagement and HR COEs to design and implement initiatives that improve engagement, retention, and workplace culture.
2. Support leaders in implementing retention strategies, particularly in high-attrition or high-conflict areas.
3. Support in Ops on-boarding (in collaboration with the Training team) to ensure a seamless new hire experience.

Employee Relations, Policy & Compliance

1. Guide leaders and managers on conduct issues, grievance handling, policy compliance, and exit processes.
2. Partner with HR COEs to ensure compliance with the Employee Handbook, HR policies, labour laws, and regulatory requirements.
3. Manage the entire lifecycle for misconduct, underperformance, and grievances case (end-to-end).
4. Act as a liaison and manage documentations for JTK, JPP, and other lawful authority.
5. Maintain and upkeep all related data reporting and analytics.

Collaboration with Centres of Excellence (COEs)

1. Work closely with COEs (Talent Acquisition, Learning & Development, Rewards, Employee Relations, etc.) to ensure HR programmes are executed effectively and meet business needs.

People Analytics & Insights

1. Utilisepeople analytics and HR dashboards to provide data-driven insights for decision-making.
2. Analyse and translate data insights from workforce trends (e.g., turnover, absenteeism, engagement scores, talent gaps) into actionable recommendations, inform strategies, and work with leaders to implement and measure their effectiveness.

Qualifications

1. Minimum 35 years of progressive experience in Human Resources, preferably in a HR Business Partner or strategic HR role with exposure to workforce planning, organisational development, and change management.
2. Bachelor's Degree in Human Resources, Business Administration, Psychology, or a related field (or equivalent).
3. Fluent in written and spoken English and Bahasa Malaysia.