Senior HRBP

CLIENT SUMMARY

A major player in the energy sector.

JOB SUMMARY

To lead the translation of strategic people priorities and oversee HR Business Partners across assigned units to deliver integrated talent culture performance learning and capability solutions that enhance organisational performance mitigate people-related risks and enable sustainable business growth.

KEY RESPONSIBILITIES

Strategic

1. Team Leadership and Performance Management

• Manage coach and mentor team members through structured feedback sessions on-the-job guidance and professional development initiatives to build individual capability strengthen technical depth and drive reliable team performance ensuring sustained delivery excellence and business continuity even in dynamic conditions.
• Foster collaboration and accountability by organising regular coordination meetings joint planning sessions and digital knowledge-sharing forums to enhance transparency promote shared ownership and accelerate decision-making preventing silos rework and delays that could undermine productivity.
• Assign delegate and monitor work activities based on team members competencies workload and development readiness to optimize resource utilization balance responsibilities and ensure deliverables are achieved on time and to standard reducing operational inefficiencies and burnout.
• Define and communicate clear performance goals and success measures that directly align with departmental and organizational priorities to reinforce accountability link effort to strategic outcomes and build credibility with internal stakeholders avoiding misalignment and inconsistent performance delivery.

• Track and evaluate team performance using Key Performance Indicators (KPIs) progress dashboards and regular review sessions to identify emerging performance gaps implement timely interventions and maintain a high-performance culture ensuring continuous improvement and safeguarding organizational reputation.

1. Stakeholder Engagement and Relationship Management

• Map prioritise and engage key internal and external stakeholders through structured engagement strategies relationship mapping and targeted communication to strengthen collaboration enhance business alignment and safeguard continuity by preventing delays misalignment or disruptions that could affect workforce or organisational performance.
• Coordinate and influence leadership and stakeholder interactions by preparing strategic briefs agenda notes decision papers and post-meeting action trackers to ensure leaders make informed decisions and discussions translate into clear actionable outcomes reducing the risk of ambiguity stalled actions or unmet expectations.
• Monitor organisational industry workforce and regulatory developments that impact stakeholder priorities and proactively adjust engagement approaches to maintain alignment manage expectations and preserve credibility thereby protecting the organisations ability to execute its people and business strategies effectively.
• Lead structured feedback loops by synthesising stakeholder insights analysing engagement trends and translating feedback into strategic recommendations for leadership to strengthen partnerships improve decision-making and ensure the organisation remains responsive trusted and agile in a dynamic environment.

1. Workforce Planning & Talent Deployment

• Partner with business leaders to translate talent management designed workforce plans into unit-level headcount strategies talent deployment decisions and capability requirements to ensure optimal staffing levels role clarity and continuity of operations while preventing skills gaps that may hinder execution
• Analyse team structures utilisation patterns and emerging work demands to recommend role redesigns workload balancing and succession-ready talent pools ensuring business units remain agile and resilient during growth transformation or disruption
• Coordinate with Talent Team to align hiring priorities with business needs provide contextual insights and monitor recruitment progress to prevent mismatches delays or resource bottlenecks that could impact productivity.
• Validate workforce risks such as turnover trends critical role vulnerabilities and succession gaps using HR dashboards and business insights to help leaders take informed decisions that reduce operational exposure and strengthen long-term workforce stability.
• Track and report the effectiveness of deployed workforce strategies to leadership by highlighting trends risks and opportunities ensuring business alignment accountability and continuous improvement in talent deployment.

1. Employee Relations Culture and Managerial Capability

• Provide strategic advisory to managers on employee relations matters using policies business insights and HCM guidance to drive fair consistent and risk-aware decisions that reduce escalation disputes or reputational exposure
• Monitor workplace behaviours team climate and cultural indicators within assigned units to identify emerging issues disengagement risks or misalignment with organisational values ensuring early intervention and a positive work environment.
• Coach managers on people leadership expectations performance conversations conflict resolution and change navigation to strengthen managerial competence and reduce recurring ER issues that can disrupt team performance
• Partner with the CoE to contextualise culture and engagement programs for business units support implementation and track adoption to prevent low participation and ensure initiatives translate into improved team morale and productivity.

1. Employee Performance Enablement & Strategic HR Advisory

• Guide business leaders in translating corporate performance frameworks into business-unit-specific goals capability expectations and people priorities to ensure alignment between organisational objectives and team-level execution.
• Provide analytics-driven insights on performance trends productivity barriers and behavioural patterns to help leaders make informed decisions that strengthen effectiveness and reduce persistent performance issues.
• Partner with the Talent Team to ensure performance management processes are understood adopted and executed within business units offering context-based support to managers to prevent inconsistencies and strengthen fairness
• Track goal progress talent movement and performance outcomes through dashboards and structured review sessions to identify high performers improvement needs and readiness gaps ensuring succession strength and better talent allocation
• Facilitate corrective action plans coaching pathways and development interventions for underperforming employees in collaboration with managers to sustain a high-performance culture and protect business results.

KNOWLEDGE & SKILLS REQUIRED

Minimum Qualification:

• Bachelors degree in Business Administration or any social sciences or management related field.

Additional Qualifications / Certifications or Experience (Desirable but not essential):

• Masters degree or MBA in Human Resources Organizational Development or Business Management.

Required Professional Certifications / Accreditations / Registrations:

• CIPMN SHRM-SCP HRCI: SPHR CIPD

Minimum Years of Experience and Relevant Areas:

• Minimum 10 12 years of progressive HR experience
• 8 years in a strategic HR Business partner role ideally supporting multiple business units
• Demonstrated experience in leading HR teams or supervising other HRBPs
• Relevant industry experience: Oil & Gas FMCG.

Proven experience in:

• Leading HR business partner teams and coaching/managing other HRBPs.
• Partnering with business leaders to translate organizational strategy into talent capability and culture initiatives.
• Strong experience in organizational design workforce planning performance management succession planning and change management.
• Proven ability to engage and influence senior stakeholders across functions building trust and credibility.
• Track record of driving HR programs that improve organizational performance employee engagement and business outcomes.
• Experience in analysing HR metrics to advise business decisions and monitor impact of interventions.

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