Job Purpose

As the Director, HR Business Partner , the incumbent will act as the strategic people advisor to senior leadership and own the full spectrum of People matters for assigned Divisions — including workforce planning, hiring oversight, talent management, culture, leadership capability, employee experience and organizational effectiveness.
You will lead a team of People Partners and Talent Acquisition specialists, ensure high-quality execution of People programs, and serve as the lead for one or a few enterprise-wide People Agenda pillars (e.g., Talent Review, Leadership Development, Culture & Engagement, Workforce Planning Excellence).

Key Accountabilities (1)

1. Strategic People Partner
• Collaborate with senior leadership to define and execute People Strategy aligned with business priorities.
• Lead Workforce Planning including talent needs, future capabilities, organizational design and productivity.
• Provide strategic advisory on leadership, organizational health, succession, high-risk talent issues and people implications of major business decisions.
• Translate business strategy into clear People priorities and ensure effective implementation across assigned Divisions.

2. Talent & Hiring Owner
• Develop recruitment plans to meet the unit’s needs for people and human resources for the finance year

• Lead the end-to-end recruitment process for positions at career levels from SM/SE and below within the unit

Experienced in leading a Talent acquisition function that is highly proactive, solution focused, adopts the latest and creative ways to recruit in a collaborative manner

• Serve as final co-decisioner for critical, leadership and high-impact roles.

• Build and maintain pipeline of future and critical talent; lead Division-level succession planning and Talent Review inputs.

• Partner with senior leaders to anticipate talent risks and craft mitigation strategies.

• Deep understanding of latest technology recruitment tools, effective hiring processes, metrics and how to deliver successful outcomes in a fast paced, change driven environment.

3. Employee Success & Experience

• Own the Employee Experience lifecycle: onboarding, performance, development, retention and exit insights.
• Partner closely with Division Heads to uplift managerial capability and leadership behaviors.
• Track organizational health indicators and drive action plans to improve morale, inclusion, engagement and productivity.
• Oversee complex employee relations issues and ensure fair, consistent and compliant resolution.

Key Accountabilities (2)

4. Change & Organizational Development
• Lead people aspects of organizational changes, business restructuring and operating model shifts.
• Facilitate leadership alignment, change readiness and communication plans across the Division.
• Drive capability-building programs to support future skills and organizational evolution.

5. Culture & Values Steward
• Champion the organization’s culture and values; reinforce behaviors expected from leaders and teams.
• Partner with business and People teams to deliver initiatives that strengthen collaboration, trust and high performance.
• Support enterprise DEI and culture-building programs with Division-specific activation.

6. People Governance & Excellence
• Ensure compliance with HR policies, People governance standards and audit requirements.
• Monitor People data quality, analytics and insights for decision-making.
• Drive continuous improvement of People processes, policies and tools.
• Consolidate Divisional People insights to inform enterprise People Strategy.

Key Accountabilities (3)

PEOPLE MANAGER

- Oversee human resources planning and execution (headcount & costs) of their function/ sub-function

- Attract, onboard and retain the right talents for a high-performing team

- Establish and communicate sub-function/ function and individual KRAs/ KPIs, goals, action plan, expectations and results to reporting line

- Manage sub-function/ function performance & provide feedback regularly (following the annual performance management cycle)

- Define team’s capability requirements and enable team member’s professional and personal development through capability assessment, training, coaching & feedback, mentoring, etc.

- Motivate and recognize team members’ contributions towards the team’s shared goals

- Responsible for developing talents within the function/ sub-function

- Act as a role model and promote corporate culture at function/ sub-function level

- Understand & communicate relevant HR offerings to team members

Success Profile - Qualification and Experiences

Domain Expertise

- Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.

- HR certification (e.g., SHRMSCP, SPHR) is a plus.

- 12+ years of progressive HR experience, including leadership roles with at least 6 years experiences

- Demonstrated experience in strategic HR Business Partnering.

- Strong understanding of employment laws and regulations.

- Excellent communication, interpersonal, and leadership skills.

- Expertise in developing and managing a talent acquisition function for complex, matrix organizations, preferably in the financial services industry.

- Experienced in leading a Talent acquisition function that is highly proactive, solution focused, adopts the latest and creative ways to recruit in a collaborative manner

- Knowledgeable with proven track record in proactively building talent pipeline of critical skills.

- Deep understanding of latest technology recruitment tools, effective hiring processes, metrics and how to deliver successful outcomes in a fast paced, change driven environment.

Director, HR Business Partner

Job Description