(Sr.) HR Business Partner_RBCN

The Role

As an HR Business Partner (HRBP), you will act as a strategic advisor and trusted partner to senior business leaders and their organizations. Success in this role is built on trust: you earn credibility through deep stakeholder management, genuine people orientation, and cross-cultural empathy. You will co-own the people agenda with the business — driving leadership effectiveness, talent excellence, organizational change, and pragmatic HR solutions.This role operates at the intersection of strategy and execution, where cultural bridging is as important as HR expertise.

Key Responsibilities

1. Leadership Partner

• Serve as a trusted advisor and leadership sparring partner to senior leadership teams on people, organization, and culture topics; build trust-based relationships through consistency and sound judgment.
• Coach leaders to elevate their leadership effectiveness with genuine care for both business outcomes and people impact.
• Partner with business leaders to translate business strategy into actionable people plans, organization design, and workforce planning.
• Act as a sparring partner on sensitive employee relations, performance, and organizational health matters, ensuring fair and compliant outcomes.
2. Talent Partner

• Own end-to-end talent management for the client group: talent reviews, succession planning, leadership pipelines, and key talent retention strategies.
• Drive strategic workforce planning in close collaboration with business leaders, anticipating future capability and talent needs.
• Champion talent development initiatives, mentoring programs, and career frameworks that build organizational capability and support internal mobility.
• Apply a strong people orientation — listen deeply to employee voices, champion inclusion and wellbeing, and ensure talent decisions balance business needs with individual development.
3. Change Management

• Lead and support organizational change initiatives from design through sustainable implementation.
• Apply structured change management methodologies to assess impact, build readiness, and drive adoption across all levels of the organization.
• Build trust during times of change: communicate with transparency and empathy, address concerns proactively, and act as a credible, neutral point of contact for employees and leaders alike.
• Measure change effectiveness and employee sentiment; translate insights into concrete actions that strengthen engagement and organizational resilience.
4. HR Solutions

• Design and deliver pragmatic, fit-for-purpose HR solutions across the employee lifecycle in alignment with global/country HR standards and policies.
• Leverage people analytics and HR data to identify trends, inform decisions, and demonstrate the business impact of HR initiatives.
• Collaborate with Centers of Excellence. HRS and external partners to ensure seamless, high-quality HR service delivery.
• Influence and align diverse, including HQ functions, regional teams, and external partners — driving outcomes without formal line authority.

Function: Human Resources
Experience Level: Associate