Human Resources Business Partner

The role holder is responsible for partnering with assigned business lines and departments to support the implementation of Human Resources initiatives across workforce planning, talent management, performance management, employee relations and organizational effectiveness. The role holder provides Human Resources advisory support to business managers, coordinates with relevant Human Resources functions and ensures people-related activities are aligned with business requirements. The role holder shall carry out his duties in accordance with the stipulated business policies and procedures. HR Business Partnering & Advisory • Establishes working relationships with managers across assigned business lines and departments to understand operational priorities and identify Human Resources requirements. • Provides guidance to managers on workforce, talent, performance and employee matters in accordance with approved Human Resources policies and frameworks. • Identifies people-related concerns and organizational challenges within assigned departments and escalates significant matters to the reporting manager for appropriate intervention. • Coordinates with relevant Human Resources specialist functions to address business requirements and ensure timely resolution of employee and workforce matters. Organization & Workforce Planning • Supports workforce planning activities with assigned business lines and departments by gathering headcount requirements, identifying workforce gaps and consolidating staffing needs. • Reviews proposed headcount changes and workforce requirements with business managers and coordinates with Human Resources and Finance Departments to support workforce planning and budgeting activities. • Coordinates with Organization Development on organization structure updates, reporting relationships, job descriptions and role requirements to ensure alignment with approved structures. • Monitors headcount movements, vacancies and workforce changes across assigned departments and highlights discrepancies or emerging workforce requirements. Talent & Succession Management • Supports talent review and succession planning activities by coordinating with business managers to identify critical roles, key talent and potential successors. • Gathers information on employee capabilities, development requirements and talent gaps to support talent management discussions and development planning. • Coordinates with relevant Human Resources functions to facilitate agreed talent development and succession actions. • Liaises with Talent Acquisition on recruitment requirements, hiring priorities and recruitment challenges to support timely fulfilment of workforce needs. Performance & Capability Management • Supports the implementation of the group performance management framework across assigned business lines and departments, ensuring managers and employees understand performance management requirements and timelines. • Monitors performance management activities, including goal setting, mid-year and year-end reviews, and follows up with managers to ensure timely completion. • Provides guidance to managers on employee performance concerns and coordinates performance improvement plans in accordance with approved Human Resources policies and procedures. • Identifies employee capability gaps arising from performance reviews and business requirements and coordinates with relevant Human Resources functions to support development interventions. Employee Relations & Organizational Effectiveness • Provides guidance to managers and employees on Human Resources policies, procedures and employee relations matters to ensure consistent application across assigned departments. § Supports the handling of employee grievances, disciplinary matters and workplace concerns by gathering relevant information, maintaining documentation and coordinating with Human Resources Operations and Legal Departments where required. • Monitors employee concerns, engagement feedback and workplace trends to identify areas requiring management attention. • Coordinates the implementation of employee engagement and organizational effectiveness initiatives within assigned departments to support employee experience and workplace improvement. Workforce Analytics & Management Reporting • Prepares periodic workforce reports covering headcount, vacancies, employee movements, turnover and other relevant Human Resources indicators across assigned business lines and departments. • Analyses workforce information and Human Resources metrics to identify trends, discrepancies and areas requiring management attention. • Maintains accurate workforce information and coordinates with Human Resources Operations to ensure employee records and reporting relationships reflect approved organizational changes. • Tracks the implementation of agreed Human Resources action plans and provides progress updates to the reporting manager, highlighting outstanding actions and potential risks. Qualifications • Bachelor’s degree in Business Administration or equivalent is required • Relevant certification in CIPD or equivalent is preferred • Minimum of 2 years of relevant experience in Human Resources Business Partnering within real estate development and Retail Show more Show less

Bachelor’s degree in Business Administration or equivalent is required. Relevant certification in CIPD or equivalent is preferred. Minimum of 2 years of relevant experience in Human Resources Business Partnering within real estate development and Retail.

Establishes working relationships with managers across assigned business lines and departments to understand operational priorities and identify Human Resources requirements. Provides guidance to managers on workforce, talent, performance and employee matters in accordance with approved Human Resources policies and frameworks. Identifies people-related concerns and organizational challenges within assigned departments and escalates significant matters to the reporting manager for appropriate intervention. Coordinates with relevant Human Resources specialist functions to address business requirements and ensure timely resolution of employee and workforce matters. Supports workforce planning activities with assigned business lines and departments by gathering headcount requirements, identifying workforce gaps and consolidating staffing needs. Reviews proposed headcount changes and workforce requirements with business managers and coordinates with Human Resources and Finance Departments to support workforce planning and budgeting activities. Coordinates with Organization Development on organization structure updates, reporting relationships, job descriptions and role requirements to ensure alignment with approved structures. Monitors headcount movements, vacancies and workforce changes across assigned departments and highlights discrepancies or emerging workforce requirements. Supports talent review and succession planning activities by coordinating with business managers to identify critical roles, key talent and potential successors. Gathers information on employee capabilities, development requirements and talent gaps to support talent management discussions and development planning. Coordinates with relevant Human Resources functions to facilitate agreed talent development and succession actions. Liaises with Talent Acquisition on recruitment requirements, hiring priorities and recruitment challenges to support timely fulfilment of workforce needs. Supports the implementation of the group performance management framework across assigned business lines and departments, ensuring managers and employees understand performance management requirements and timelines. Monitors performance management activities, including goal setting, mid-year and year-end reviews, and follows up with managers to ensure timely completion. Provides guidance to managers on employee performance concerns and coordinates performance improvement plans in accordance with approved Human Resources policies and procedures. Identifies employee capability gaps arising from performance reviews and business requirements and coordinates with relevant Human Resources functions to support development interventions. Provides guidance to managers and employees on Human Resources policies, procedures and employee relations matters to ensure consistent application across assigned departments. Supports the handling of employee grievances, disciplinary matters and workplace concerns by gathering relevant information, maintaining documentation and coordinating with Human Resources Operations and Legal Departments where required. Monitors employee concerns, engagement feedback and workplace trends to identify areas requiring management attention. Coordinates the implementation of employee engagement and organizational effectiveness initiatives within assigned departments to support employee experience and workplace improvement. Prepares periodic workforce reports covering headcount, vacancies, employee movements, turnover and other relevant Human Resources indicators across assigned business lines and departments. Analyses workforce information and Human Resources metrics to identify trends, discrepancies and areas requiring management attention. Maintains accurate workforce information and coordinates with Human Resources Operations to ensure employee records and reporting relationships reflect approved organizational changes. Tracks the implementation of agreed Human Resources action plans and provides progress updates to the reporting manager, highlighting outstanding actions and potential risks.