Job Title:  People Business Partner

Job Summary

• The People Business Partner (PBP) serves as a strategic partner to assigned business units, providing people-focused advice, solutions and interventions that support organisational objectives, workforce effectiveness and employee experience. The role works closely with leaders and managers to strengthen workforce planning, talent management, organisational development, employee engagement, performance, culture and change initiatives.
• The PBP acts as a trusted advisor and primary point of contact on people matters, ensuring that people strategies, policies and practices are aligned with organisational priorities while fostering a positive, inclusive and high-performing workplace culture.

Principles Duties and Responsibilities

Strategic Business Partnering and Advisory

• Serve as a trusted advisor to leaders and managers on people-related matters, providing guidance that supports departmental and organisational objectives.
• Partner with business leaders to understand workforce needs, challenges and opportunities, and develop practical people solutions.
• Support the translation of organisational priorities into workforce strategies and action plans.
• Facilitate informed decision-making through workforce insights, analysis and recommendations.
• Build and maintain effective stakeholder relationships across all levels of the organisation.
• Promote leadership accountability in people management practices and employee experience outcomes.

Workforce Planning and Organisational Effectiveness

• Partner with leaders to forecast workforce requirements and identify current and future capability needs.
• Support workforce planning activities to ensure appropriate staffing, resource allocation and workforce sustainability.
• Facilitate organisational structure reviews and role design initiatives where required.
• Identify workforce trends, gaps and risks and develop recommendations to address them.
• Contribute to succession planning and talent pipeline development initiatives.
• Support initiatives aimed at improving workforce productivity, efficiency and effectiveness.

Talent, Performance and Performance Development

• Support the attraction, development and retention of talent across the organisation.
• Facilitate talent review and succession planning processes in partnership with leaders.
• Provide advice and guidance on performance management, performance improvement and development planning.
• Support the identification of capability gaps and development priorities.
• Collaborate with relevant stakeholders to implement learning and development initiatives.
• Promote a culture of accountability, continuous learning and high performance.

Organisational Development, Change and Transformation

• Support organisational development initiatives that enhance workforce capability and organisational effectiveness.
• Facilitate change management activities associated with organisational projects and transformation initiatives.
• Assess and support the people impacts of organisational change.
• Partner with leaders to build change readiness, resilience and adaptability within teams.
• Support the implementation of strategic people initiatives, frameworks and programmes.
• Contribute to organisational culture and capability-building initiatives.

People Analytics and Governance and Continuous Improvement

• Analyse workforce data and trends to support evidence-based decision-making.
• Prepare people-related reports, dashboards and presentations for leadership review.
• Monitor key workforce indicators and identify opportunities for improvement.
• Provide recommendations based on workforce insights, trends and organisational priorities.
• Support compliance with organisational policies, procedures and employment-related requirements.
• Ensure consistency and fairness in the application of people practices across the organisation.
• Contribute to the review, development and enhancement of people policies, frameworks and processes.

Professional Requirements

• A minimum of five (5) years of overall combined experience in Talent Acquisition, Recruitment, Employer Branding or Human Resource Management is required.
• Supervisory role work experience in an administrative setting is required.
• Professional certification in Human Resource certifications, such as the Chartered Institute of Personnel and Development (CIPD), or Diploma in Human Resource Management (HRM), or the Society for Human Resource Management (SHRM), is preferred.
• Certification in data analytics or business intelligence platforms such as Microsoft Certified: Data Analyst Associate (Power BI), is highly advantageous.

Educational Requirements

• A minimum of Bachelor’s Degree in Human Resource Management, Business Administration, or any other related field from an institute recognized by the Government of His Majesty is required.
• Master’s degree qualifications in Human Resource Management, Business Administration or any related field is preferred.

Specialised Skills/Knowledge/Attribute Requirement

• Demonstrated experience in employee relations, performance management, talent management and workforce planning.
• Experience partnering with business leaders to drive workforce effectiveness and achieve organisational objectives.
• Knowledge and practical application of organizational development, change management and culture transformation initiatives.
• Ability to analyse workforce data, identify trends and translate insights into practical business recommendations.
• Strong understanding of contemporary HR practices, employment legislation and people management principles.
• Experience in stakeholder management, coaching and influencing leaders at various levels of the organisation.
• Excellent communication, facilitation and relationship management skills.
• High level of professionalism, discretion and confidentiality in handling sensitive employee information.

Closing Date

1st November 2026