Team Lead, HRBP

Requirements

1. Human Capital Business Partnering

• Serve as the primary HR Business Partner to assigned corporate and operational functions.

• Develop a strong understanding of business strategy, workforce requirements and people risks within assigned functions.

• Partner with business leaders on workforce planning, organization effectiveness and talent requirements.

• Provide proactive advice on employee relations, performance, engagement, retention and people management matters.

• Identify workforce trends and recommend interventions to improve productivity and employee effectiveness.

• Support business restructuring, role redesign and organizational change initiatives.

• Provide people insights and recommendations to management based on workforce data.

2. Performance & Talent Management

• Partner with managers to drive effective performance management within assigned functions.

• Identify high-potential and critical talent and support succession planning.

• Support talent reviews and development planning.

• Identify capability gaps and address them. • Support career development and internal mobility initiatives.

• Monitor performance concerns and ensure timely interventions.

3. Employee Engagement & Retention

• Own the employee engagement agenda for assigned functions.

• Analyze engagement feedback and identify key people risks.

• Develop and track engagement action plans with business leaders.

• Monitor turnover and retention trends and recommend interventions.

• Lead retention interventions for critical or high-risk employee populations.

• Support a positive employee experience throughout the employee lifecycle.

4. Employee Relations

• Provide guidance to managers on employee relations matters.

• Handle complex employee relations cases within assigned functions.

• Ensure appropriate and consistent application of HR policies and procedures.

• Escalate significant or sensitive cases to the Head, Human Capital.

• Maintain appropriate documentation and case records.

5. Payroll Management & Governance

• Coordinate and consolidate monthly payroll inputs received from both HR Generalists.

• Prepare the monthly payroll for Human Capital review.

• Validate new hires, exits, promotions, salary changes, allowances, deductions and other payroll movements.

• Conduct payroll variance and reconciliation checks against prior periods and approved employee changes.

• Investigate and resolve payroll discrepancies before submission for final review.

• Maintain the payroll calendar and ensure compliance with agreed payroll cut-off dates.

• Coordinate with Finance and other relevant stakeholders on payroll-related matters.

• Maintain appropriate payroll confidentiality, controls and access requirements.

• Present payroll to the Head, Human Capital for review and approval.

• Ensure payroll records and supporting documentation are appropriately maintained.

6. HRIS & Human Capital Operations

• Provide governance over HRIS data integrity and employee lifecycle transactions.

• Ensure timely and accurate processing of employee movements.

• Monitor compliance with established HC processes and controls.

• Oversee preparation of workforce reports and management information.

• Identify opportunities to simplify, automate and improve HC processes.

• Ensure appropriate records and documentation are maintained across the employee lifecycle.

7. Recruitment & Workforce Planning

• Partner with business leaders to establish and validate workforce requirements.

• Review recruitment requests and ensure alignment with approved workforce plans and budgets.

• Work with the HR Generalist to coordinate recruitment activities.

• Monitor recruitment progress, quality of hire and workforce gaps.

• Support workforce forecasting and succession planning.

8. Learning & Development

• Identify learning and capability requirements within assigned functions.

• Partner with the HR Generalist to coordinate appropriate interventions.

• Ensure learning initiatives are aligned with identified business and performance needs.

• Support evaluation of learning application and impact.

9. Human Capital Reporting & Analytics

• Review workforce data and identify trends requiring management attention.

• Monitor headcount, turnover, recruitment, absenteeism, performance and engagement metrics.

• Prepare portfolio insights for management discussions.

• Contribute to enterprise HC dashboards and reports.

10. Team Leadership

• Lead and coach the HR Generalist assigned to the portfolio.

• Ensure timely and quality delivery of HR services.

• Develop the Generalist’s capability across the HR lifecycle.

• Ensure cross-training and business continuity within the HC team.

• Act as a resource and backup to the other HRBP where required.

11. Policy, Compliance & Governance

• Support implementation and consistent application of Human Capital policies.

• Identify gaps in HC processes and recommend improvements.

• Ensure compliance with applicable employment requirements and organizational policies.

• Support internal and external HC audits where required.

ACADEMIC QUALIFICATIONS (Minimum)

• Bachelor’s degree in human resources, Business Administration, Industrial Relations, Social Sciences or a related discipline.