Strategic HRBP: Client Facing Clusters

Job Family

Human Resources

Career Stream

HR Generalist

Leadership Pipeline

Manage Self: Professional

Job Purpose

To act as the primary strategic HR advisor to senior leaders, driving organisational effectiveness, workforce planning, and talent outcomes using data, insight, and strong organisational consulting capability.

Job Responsibilities

Strategic partnering and executive advisory

• Partners with senior leaders as a trusted advisor, translating business strategy into people priorities that enable execution, including workforce shape, leadership capability and culture.
• Uses understanding of the business value chain, operating model and constraints to provide pragmatic, commercially grounded advice.
• Coaches and challenges leaders on complex people decisions where choices create downstream risk or misalign with enterprise principles.
• Promotes outcomes-based HR partnership, shifting leaders from transactional HR requests to shared ownership of talent and performance.
• Builds strong relationships across COEs and Shared Services so the business experiences HR as integrated, responsive and predictable.

Workforce planning and organisational effectiveness

• Leads workforce planning by defining capability demand, identifying supply options and shaping build, buy or borrow actions with leaders.
• Advises on organisational effectiveness levers, including spans and layers, role clarity, decision rights and simplification opportunities that improve productivity and accountability.
• Supports AI and digital role evolution by identifying automatable work, role redesign needs and new capability requirements.
• Aligns changes to job architecture frameworks and coordinates enablement requirements, including change, communication and leader routines.
• Measures post-change outcomes and adjusts interventions using evidence-based insights.

Talent succession and mobility execution

• Facilitates talent reviews and succession planning sessions that produce actionable outcomes beyond rating discussions.
• Identifies critical roles and capability clusters, guiding leaders to build sustainable pipelines through development, mobility and targeted hiring.
• Uses talent intelligence, including performance data, potential indicators and external market trends, to guide scarce capability placement.
• Partners with the Talent COE to tailor enterprise programmes to priority gaps and track measurable uplift.
• Catalyses internal mobility by identifying cross-team opportunities and removing movement blockers aligned to the future-fit HR model.

Portfolio workforce health and risk management

• Drives quality performance cycle execution by coaching leaders on goal clarity, differentiation, calibration discipline and sustained underperformance management.
• Embeds required operating-model culture by translating accountability, client-centricity and risk discipline into leader routines and expectations.
• Uses data to identify workforce risk patterns, such as rating leniency, underperformance hotspots and regrettable attrition, escalating early with mitigations.
• Enables managers proactively through readiness sessions ahead of key cycles and effective use of toolkits.
• Coordinates with specialists on complex ER matters while maintaining an advisory focus and protecting HRBP capacity from casework.

Data-led partnering and digital adoption

• Uses dashboards and analytics to explain workforce health, talent risk and performance outcomes, translating insights into decisions and actions.
• Champions self-service and digital HR tools to reduce manual workarounds and improve process reliability.
• Partners with People Analytics to refine metrics leaders value, including talent availability, time-to-fill, readiness and productivity.
• Ensures responsible and compliant handling of people data, especially where documentation and auditability are critical.
• Provides COEs with feedback on product gaps from real usage and business pain points to strengthen enterprise solutions.

Preferred Qualification

Minimum Experience Level

Technical / Professional Knowledge

Behavioural Competencies