HR Partner Global Corporate Functions

Role Purpose

The HR Partner supports the P&O Partner in enabling effective people talent and culture outcomes across Global Corporate Functions with a strong focus on governance-driven functions and CXO offices.
This role translates strategy into executiondriving talent management leadership programs DRMS deployment and disciplined HR operations while ensuring alignment with enterprise standards and regulatory rigor.

The role is both partnering-oriented and programmatic with strong emphasis on project management coordination and execution excellence.

Functional Coverage

The HR Partner supports the following Global Corporate Functions:

• Global Legal
• Compliance
• Data Privacy
• CXO Offices
• Corporate Affairs
• Corporate Communications
• Corporate Project Management (DRMS & Talent programs)

Key Responsibilities

1. HR Partnering & Business Enablement

• Act as the primary HR interface for assigned Corporate Functions.
• Support functional leaders on workforce planning role clarity spans & layers and organisation health.
• Translate people strategy into practical executable HR interventions.
• Provide insights on talent risks engagement signals and capability gaps.
• Escalate strategic themes and risks to the P&O Partner with data-backed inputs.

2. Talent Management & Leadership Execution

• Execute talent reviews succession planning and readiness discussions in partnership with the P&O Partner.
• Maintain strong visibility on critical roles successors and development actions.
• Coordinate leadership assessments development plans and internal mobility moves.
• Support leadership cohort programs aligned to enterprise frameworks.
• Track progress and effectiveness of talent actions across the year.

3. DRMS Deployment & Program Management

• Act as HR Program Lead / PMO for DRMS-related people and capability elements.
• Coordinate with Business Lean Capability and PMS teams for:
  • Leadership routines
  • Lean Daily Management enablement
  • Capability and behaviour cascades (ASPIRE / DRL Way)
• Track milestones risks dependencies and adoption metrics.
• Ensure DRMS ways of working are embedded into:
  • Performance management
  • Talent discussions
  • Leadership expectations
• Support communication awareness and change enablement for DRMS rollout.

4. Leadership Culture & Employee Experience

• Enable leadership effectiveness through structured interventions feedback loops and coaching forums.
• Support engagement listening pulse checks and action planning.
• Partner with leaders to improve manager capability and team climate.
• Identify early indicators of attrition risk morale challenges or leadership misalignment.
• Reinforce a culture of trust accountability and continuous improvement.

5. Governance Compliance & HR Operations

• Ensure strong adherence to HR governance in highrisk regulated functions.
• Partner with COEs to ensure compliance with:
  • Employment policies
  • Data privacy requirements
  • Ethics and conduct standards
• Support audit readiness documentation discipline and process integrity.
• Ensure accurate execution of:
  • Hiring and onboarding
  • Performance cycles
  • Compensation and reward processes
• Act as a custodian of HR hygiene and operational excellence.

6. Stakeholder Management & Collaboration

• Work closely with COEs (Talent DRMS Rewards HR Ops).
• Coordinate across multiple senior stakeholders with clarity and professionalism.
• Support CXO offices with discreet hightrust HR partnering.
• Enable smooth flow of information between Business HR and Enterprise teams.

Qualifications :

• 2-6- years of Partnering experience in dynamic complex environments.
• Strong foundation in talent management org design and leadership partnering.
• Comfort with analytics problem-solving and systems thinking.
• Experience in change management and behavioural/leadership interventions.
• Ability to engage senior stakeholders with clarity and confidence.

Additional Information :

Success Indicators

• Smooth execution of talent and succession processes across Corporate Functions.
• Strong DRMS adoption from a people capability and leadership lens.
• High confidence of leaders in HR delivery and responsiveness.
• Reduced people risks in governance-heavy and sensitive functions.
• Clear visibility of talent pipelines development actions and leadership readiness.
• HR Partner recognized as dependable structured and value-adding.

Remote Work :

No

Employment Type :

Full-time