The Senior HR Business Partner (HRBP) acts as a strategic advisor to business leaders, driving organizational effectiveness through workforce planning, rewards strategy, and data-driven people decisions. This role partners closely with leadership to design and implement HR initiatives that strengthen capability, optimize performance, and ensure competitive and equitable compensation structures.

A key focus of the role is Rewards, Compensation Benchmarking, Workforce Insights, and People Analytics, while also supporting broader HR Business Partner responsibilities across talent, engagement, and governance.

• Act as a trusted advisor to senior leaders, aligning people strategies with business objectives.
• Translate business needs into actionable HR solutions and implementation plans.
• Lead strategic workforce planning, talent pipeline development, and succession planning.
• Support organizational design, transformation, and change management initiatives.

• Lead the annual compensation cycle, including salary review and promotion processes.
• Conduct internal pay equity analysis to ensure fairness, consistency, and compliance.
• Manage market benchmarking, salary surveys, and job evaluation activities to maintain competitive reward structures.
• Design and recommend reward strategies, including short-term incentives, long-term incentives, retention plans, and performance-linked rewards.

• Develop and maintain HR dashboards covering headcount, turnover, hiring, productivity, and workforce health metrics.
• Provide data-driven insights and recommendations using trend analysis and predictive analytics.
• Lead compensation analytics, salary modeling, and internal benchmarking exercises.
• Ensure data accuracy, integrity, and reporting compliance across HR systems.

• Partner with leaders to identify capability gaps and support individual and team development plans.
• Facilitate performance management cycles and ensure consistent application of frameworks.
• Support learning, leadership development, and succession initiatives aligned with business needs.
• Coach managers on talent development, employee engagement, and performance improvement.

• Serve as a key point of contact for complex or sensitive employee relations matters.
• Promote a positive, inclusive, and high-engagement work environment.
• Provide guidance on HR policies, procedures, and best practices.
• Partner with managers on conflict resolution, disciplinary actions, and performance issues.

• Ensure HR practices comply with local labor laws and internal policies.
• Lead HR audits, policy reviews, and continuous process improvements.
• Implement HR frameworks that support consistency, scalability, and operational excellence.

• Bachelor’s degree in Human Resources, Business Administration, Economics, Finance, or a related field
• 6+ years of progressive HR experience
• At least 3 years of experience in an HR Business Partnering or Rewards-focused role
• Strong background in Compensation & Benefits and HR Analytics
• Hands-on experience with compensation cycles, salary reviews, and pay equity analysis
• Experience in salary structure design, job evaluation, and compensation benchmarking
• Advanced Excel skills and experience using HRIS and analytics tools
• Ability to develop dashboards, reports, models, and forecasts using HR data
• Strong understanding of labor laws, HR policies, and compliance requirements
• Proven ability to partner with senior leaders and influence key business decisions
• Strategic thinking with strong business acumen
• Excellent interpersonal, communication, and stakeholder management skills
• High integrity with the ability to handle confidential information
• Strong analytical mindset with attention to detail
• Strong problem-solving skills with a continuous improvement mindset
• HR certification (e.g., HRM or equivalent) is preferred

Social & Medical Insurance

Annual Bonus