Director, HR Business Partner

Role Overview

The Director, HR Business Partner will serve as a strategic advisor to senior leaders, overseeing comprehensive People functions for designated Divisions. Responsibilities include workforce planning, recruitment oversight, talent management, culture cultivation, leadership growth, employee experience enhancement, and organizational effectiveness optimization.

Key Responsibilities

• Collaborate with top management to design and implement People strategies aligned with business objectives.
• Lead workforce planning addressing talent requirements, future competencies, organizational design, and productivity enhancement.
• Advise on leadership development, organizational health, succession planning, high-risk talent challenges, and impacts of business decisions on personnel.
• Translate corporate strategies into tangible People priorities and ensure effective deployment within assigned Divisions.
• Develop and execute recruitment plans that meet unit talent needs throughout the financial year.
• Manage the entire recruitment lifecycle for roles at Senior Manager/Senior Executive levels and below.
• Drive a proactive, innovative, and collaborative Talent Acquisition function employing modern recruiting techniques.
• Make final hiring decisions for key leadership and high-impact positions.
• Cultivate and maintain talent pipelines for critical roles; lead division-level talent reviews and succession planning.
• Partner with senior leaders to identify talent risks and design mitigation strategies.
• Stay abreast of advanced recruitment technologies, hiring processes, and performance metrics to ensure successful outcomes in dynamic environments.
• Oversee the complete Employee Experience lifecycle including onboarding, performance management, development, retention, and exit processes.
• Work closely with Division Heads to enhance managerial skills and leadership behaviors.
• Monitor organizational health metrics to develop initiatives improving morale, inclusion, engagement, and productivity.
• Manage complex employee relations issues ensuring fair, compliant resolutions.
• Lead the people-related aspects of organizational change, restructuring, and operating model transitions.
• Facilitate leadership alignment, change readiness, and communication across Divisions.
• Implement capability-building initiatives to support skill development and organizational growth.
• Champion organizational culture and values; promote expected behaviors at leadership and team levels.
• Collaborate with business and People teams to promote collaboration, trust, and high performance.
• Support Diversity, Equity, and Inclusion (DEI) and culture programs through Division-specific activities.
• Ensure adherence to HR policies, governance standards, and audit compliance.
• Oversee People data quality and analytics to guide decision-making and drive continuous improvement of processes and tools.
• Consolidate divisional People insights to influence enterprise People strategies.
• Supervise human resources planning and execution concerning headcount and costs within functions or sub-functions.
• Attract, onboard, and retain high-performing talent.
• Define and communicate KRAs/KPIs, goals, and performance expectations for teams and individuals, providing regular feedback aligned with performance management cycles.
• Identify capability needs and facilitate team member development through assessments, training, coaching, mentoring, and feedback.
• Motivate and acknowledge contributions supporting shared team objectives.
• Foster talent growth within functions or sub-functions and act as a culture ambassador.
• Effectively communicate relevant HR services and offerings to team members.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or relevant fields; Master's degree preferred.
• HR certifications (such as SHRM-SCP, SPHR) are advantageous.
• Over 12 years of progressive HR experience including minimum 6 years in leadership positions.
• Proven expertise as a strategic HR Business Partner.
• Strong knowledge of employment laws and related regulations.
• Exceptional communication, interpersonal, and leadership skills.
• Experience establishing and overseeing talent acquisition functions in complex, matrixed organizations, ideally within financial services.
• Track record of leading proactive, solution-oriented Talent Acquisition with adoption of modern and creative recruitment methods.
• Expertise in building talent pipelines proactively for critical skill areas.
• Competent in leveraging current technology recruitment tools, efficient hiring processes, and key performance metrics to achieve successful recruitment outcomes in fast-evolving settings.