The Senior HR Business Partner will play a critical role in shaping the human resources strategy for our IT and digital services sectors. This role is designed for an experienced HR leader who will drive strategic HR initiatives across Organizational Development (OD), Performance Management, Talent Management, and Manpower Planning. The Senior HRBP will partner with leadership to ensure HR programs align with business objectives, creating an optimal work environment and high-performing teams.
Collaborate with business leaders to define and execute HR strategies that drive organizational success, aligning talent strategies with business goals.
- Oversee and contribute to key HR initiatives including Organizational Development, Performance Management, Talent Management, and Workforce Planning.
- Lead the development of strategies to enhance organizational effectiveness, employee engagement, and productivity.
- Ensure the smooth execution of HR processes related to performance management, Talent Management, and Organization Development.
- Partner with leadership on manpower planning, optimizing workforce resources to meet business objectives.
- Implement and manage HR systems and tools to track employee performance, compensation, and talent development metrics.
- Identify and implement process improvements in HR systems to ensure they are efficient and aligned with best HR practices.
- Communicate HR policies, strategies, and initiatives to all levels of the organization in a clear and engaging manner.
- Provide insights to leadership on key HR metrics, workforce trends, and areas for improvement.
- Manage one or two HR Business Partners (HRBPs), providing coaching, development, and support to foster high levels of performance and professional growth.
- Ensure HRBPs are aligned with organizational priorities and contribute to effective business partner relationships across the company.
Skills
- Industry Knowledge: In-depth understanding of IT and digital services, with the ability to align HR strategies with business needs.
- Organizational Development: Strong expertise in designing and implementing organizational development strategies to improve business performance.
- Talent Management & Performance: Extensive experience in talent management, performance management systems, and creating high-performance cultures.
- Compensation & Benefits: Knowledge of compensation structures, benefits programs, and employee grading, ensuring market competitiveness and internal equity.
- Communication: Excellent interpersonal and communication skills, with the ability to influence key stakeholders and manage complex HR matters.
- Data-Driven Decision Making: Experience in using HR analytics to inform strategic decisions and drive improvements in talent management and workforce planning.
- Change Management: Ability to lead organizational change initiatives and manage complex HR projects with multiple stakeholders.