Hr Business Partner (hrbp)

Hr Generalist

Job Summary This opportunity is a Middle-Level Management role. Your role will directly support strategic HR delivery, workforce effectiveness, employee engagement, and organizational performance. This role directly reports to the HR Business Partner (HRBP). As HR Generalist, you will provide comprehensive HR support to align people strategies with business objectives. You will partner with business leaders to strengthen talent management, employee engagement, performance, employee relations, and organizational effectiveness. You'll contribute to Partner with business leaders to align HR solutions with business goals. Identify workforce gaps and support talent development and succession planning. Coordinate performance management and employee engagement initiatives. Provide guidance on employee relations and conflict resolution. Support workforce planning and high performance team development. Ensure compliance with HR policies, labour laws, and ethical standards. Use workforce data to inform HR decisions and process improvements. Perform other duties assigned by the HR Business Partner. This position offers an incredible opportunity to: Develop strategic HR business partnering capabilities. Strengthen expertise in talent management and workforce planning. Enhance employee relations, performance management, and engagement skills. Build business acumen and data driven decision-making capabilities. Develop the skills required for future HR leadership opportunities. Minimum Requirement Education: Bachelor's Degree in Human Resources Management, Industrial Relations, Business Administration, Social Sciences, or a related discipline. CIPM Associate or Chartered certification is required. Candidates should demonstrate strong knowledge of recruitment practices, labour laws, and HR policies, alongside excellent communication, negotiation, and stakeholder management skills Work Experience: A minimum of 5 years' relevant experience in HR generalist, employee experience, employee development, or people operations roles. Skills & Competencies: The role affords you to develop technical and behavioral competencies, that is, skills, knowledge, and behaviors required to successfully perform in the role and contribute to the organization's goals. Technical Competencies: Business acumen and strategic HR insight. Talent development and succession planning. Data analysis and evidence-based decision-making. Employee relations, conflict resolution, and mediation. Knowledge of recruitment practices, labour laws, and HR policies. Stakeholder management and communication skills. Behavioral Competencies: Customer Centricity: Delivers practical HR solutions that improve employee experience, performance, and business outcomes. Risk Management: Ensures compliance with HR policies, labour laws, and ethical standards while proactively addressing people-related risks. People Leadership: Coaches and influences managers to build high performing teams and promote accountability. Entrepreneurship: Develops innovative HR solutions that address workforce challenges and support business objectives. Organizational Learning: Uses workforce data and employee feedback to improve talent development and HR practices. Change Management: Supports organizational change through effective communication and alignment of HR initiatives with business priorities.