Strategic Human Resources Business Partner

ResponsibilitiesStrategic HR Planning: Partner with business leaders to translate organizational objectives into actionable HR strategies (e.g., workforce planning, capability building) Analyze HR metrics to identify trends and recommend data-driven solutions. Stakeholder CollaborationWork with CoE teams (Talent Acquisition, TOLD, Compensation & Benefits) to implement programs Support Central & Branch HR operations in resolving complex employee relations issues and ensuring policy consistency. Talent & Succession Management Implement succession planning, leadership development for critical roles/positionsEmployee Engagement & Culture Implement initiatives to enhance engagement Promote alignment with the company’s core values and cultural transformation efforts. Performance Management Oversee the annual appraisal process, ensuring alignment with business goals and fair outcomes Coach managers on performance feedback and career development. Change Management Support organizational restructuring, mergers, or scaling efforts by mitigating risks and ensuring smooth transitions. HR Analytics Leverage data tools to provide insights on turnover, productivity, and talent gapsQualificationsThe HRBP will be an accomplished HR leader with a minimum of 12 years of experience in all functional areas of Human Resources. At least five years of HR management experience in large foreign enterprises in the manufacturing or FMCG industries, with a strong track record in HR management, particularly in the areas of talent acquisition, employee engagement, performance management and succession planning.Proven record of leading and developing a 30+ HR team across multiple sites and within a matrix structure.Proven ability to formulate and execute high level and complex people strategies to deliver results for the assigned business unit.Progressive leadership experience in a business with operations in multiple sites and matrix-managed organization.Strong analytical and problem-solving skills.