Senior HRBP Director

A. Strategic HR Business Partnership

• Partner with the CEO, executive team, and business unit leaders to develop and execute people strategies aligned with business priorities.
• Translate business objectives into actionable HR plans, workforce strategies, and organizational initiatives.
• Provide strategic counsel on leadership effectiveness, organizational capability, workforce productivity, and people-related business risks.
• Challenge and influence business leaders to strengthen people management practices and organizational performance.
• Represent HR in senior leadership meetings, business reviews, and strategic planning discussions.

B. Organizational Design and Workforce Planning

• Lead organizational design, restructuring, workforce optimization, and change management initiatives.
• Develop workforce plans that address current and future business requirements, critical skills, and resource allocation.
• Assess organizational structures, spans of control, layers, and role clarity to improve operational efficiency.
• Partner with finance and business leaders on headcount planning, workforce costs, and productivity improvement.
• Support business transformation, mergers, acquisitions, integration, and other organizational changes where applicable.

C. Talent Management and Succession Planning

• Lead strategic talent reviews, succession planning, and leadership pipeline development.
• Identify critical roles, high-potential employees, and capability gaps across the organization.
• Partner with Talent Acquisition and Learning & Development teams to strengthen recruitment, retention, and leadership development.
• Drive career development, internal mobility, talent deployment, and workforce capability-building initiatives.
• Monitor succession readiness and develop mitigation plans for critical talent and leadership risks.

D. Performance Management and Organizational Effectiveness

• Drive a performance-oriented culture aligned with business objectives, accountability, and measurable outcomes.
• Partner with business leaders to establish performance expectations, review talent outcomes, and address performance gaps.
• Coach managers on performance improvement, employee development, and effective people leadership.
• Analyze workforce productivity, organizational effectiveness, and performance trends to recommend improvements.
• Ensure consistent application of performance management frameworks across business units.

E. Employee Relations and Risk Management

• Provide strategic guidance on complex employee relations matters, disciplinary cases, grievances, and workplace investigations.
• Advise leaders on employment practices, employee disputes, organizational changes, and people-related risks.
• Ensure HR decisions and practices comply with applicable employment legislation and company policies.
• Promote fair, consistent, and legally compliant employee management practices.
• Identify emerging workforce risks and recommend appropriate preventive measures.