Lead-People Business Partner (Corporate)

Job Description: Lead-People Business Partner (Corporate)

Role Summary

Serve as a strategic liaison between corporate employees and senior management to align human resources strategies with core business objectives. This role evaluates current and future organisational needs, champions employee advocacy, and acts as a primary catalyst for driving corporate strategy and executing end-to-end HR processes.

Job Specifications

Education

• Required: Master of Business Administration (MBA) in Human Resources.
• Preference: Graduated from a premier or highly renowned business school.

Experience

• Duration: 6 to 8 years of generalist or HR Business Partner (HRBP) experience.
• Industry: Prior experience in Retail or Fast-Moving Consumer Goods (FMCG) sectors is strongly preferred.

Behavioural Skills

• Strategic Vision: Combines creative thinking with a business-oriented, entrepreneurial mindset.
• Relationship Management: Ability to cultivate strong professional bonds and lead diverse teams.
• Influence & Impact: Strong persuasion skills to drive favourable, objective-driven outcomes.
• Personal Attributes: Demonstrates high accountability, curiosity, and respect for individuals.
• Brand Passion: Highly enthusiastic about company product categories and brand offerings.

Functional Knowledge

• Compliance: Strong grasp of applicable labour laws, rules, legal precedents, and statutory regulations.
• Market Insights: Deep understanding of macroeconomic labour trends and changing market dynamics.
• Best Practices: Knowledge of leading industry standards in Employee Relations and productivity norms.
• Conflict Resolution: Advanced proficiency in grievance handling and disciplinary management.

Key Responsibilities

Manpower Planning

• Strategy Alignment: Gather business talent requirements based on future capability needs and growth plans.
• Data-Driven Analysis: Evaluate legacy metrics (attrition, cost of vacancy, past budgets) to draft initial targets.
• Executive Approvals: Partner with executive leaders (MD and CEOs) to finalise corporate headcount targets.

L&D, Career, and Succession Planning

• Career Mobility: Identify stagnant talent and collaborate with managers to facilitate cross-functional moves.
• Risk Assessment: Lead structural reviews with corporate functional heads to identify critical risk positions.
• Talent Pipelines: Facilitate talent review boards to pinpoint successors and Early Leadership Program candidates.
• Development Plans: Guide people managers to refine Individual Development Plans (IDPs) for the L&D team.
• Training Delivery: Audit skill gaps and coordinate with the central L&D team to deliver learning programs.

Performance Management

• Goal Cascading: Facilitate goal labs to vertically and horizontally align business scorecards with corporate goals.
• Process Tracking: Manage timelines for goal-setting exercises and periodic performance reviews.
• Quality Assurance: Audit active performance goals to ensure compliance with company-wide smart guidelines.
• Review Cycle Execution: Enforce the timely completion of quarterly and annual evaluation workflows.
• Calibration Leadership: Moderate first-level calibration sessions for performance ratings and promotion panels.
• Underperformance Protocols: Manage Performance Improvement Plans (PIPs) and communicate clear milestones to employees.

Employee Relations & Engagement

• Grievance Remediation: Serve as the escalation point for corporate workplace conflicts and employee grievances.
• Workplace Investigations: Direct formal investigations into harassment or fraud allegations under natural justice principles.
• Disciplinary Frameworks: Enforce formal disciplinary actions in close alignment with senior leadership and policy guidelines.
• Engagement Strategy: Analyse annual engagement survey indexes to build action plans with functional leads.
• Retention & Offboarding: Conduct exit interviews to capture attrition insights and advise on strategic retention models.

Recruitment & Selection

• Candidate Assessment: Conduct technical and cultural interviews to deliver final hiring recommendations.
• Stakeholder Coordination: Streamline interview schedules by aligning panels with candidate availability.
• Total Rewards Negotiation: Manage salary discussions in alignment with central Compensation & Benefits (C&B) brackets.
• Compliance Audits: Verify candidate pre-employment documentation before authorizing official employment offers.
• Onboarding Experience: Execute corporate orientation to smoothly integrate new hires into company culture.

Behavioural Skills

• Strategic Vision: Combines creative thinking with a business-oriented, entrepreneurial mindset.
• Relationship Management: Ability to cultivate strong professional bonds and lead diverse teams.
• Influence & Impact: Strong persuasion skills to drive favourable, objective-driven outcomes.
• Personal Attributes: Demonstrates high accountability, curiosity, and respect for individuals.
• Brand Passion: Highly enthusiastic about company product categories and brand offerings.

Functional Knowledge

• Compliance: Strong grasp of applicable labour laws, rules, legal precedents, and statutory regulations.
• Market Insights: Deep understanding of macroeconomic labour trends and changing market dynamics.
• Best Practices: Knowledge of leading industry standards in Employee Relations and productivity norms.
• Conflict Resolution: Advanced proficiency in grievance handling and disciplinary management.