Associate Director – HR Business Partner
Role Purpose
The Associate Director – HR Business Partner plays a strategic leadership role in aligning HR initiatives with business objectives. This position drives the design, implementation, and evaluation of HR programs while providing expert guidance on employee relations, organizational development, and workforce planning to support operational excellence.
Key Responsibilities:
Strategic Partnership
- Collaborate with senior leadership to translate business strategy into effective HR initiatives and workforce plans.
- Contribute to the development and execution of the overall HR strategy to ensure alignment with organizational goals.
- Act as a trusted advisor to site and functional leaders on people-related matters.
Policy & Governance
- Lead the review, development, and continuous improvement of HR policies, processes, and procedures to ensure compliance with applicable regulations and best practices.
- Ensure consistent implementation of HR standards across the organization.
Financial Oversight
- Contribute to HR budget planning and monitor departmental expenditures.
- Identify opportunities for cost optimization and improved operational efficiency.
Project & Change Management
- Lead cross-functional HR projects, ensuring delivery within scope, timeline, quality, and budget parameters.
- Drive large-scale organizational change initiatives, including restructuring, cultural transformation, and workforce transitions.
Talent & Organizational Development
- Partner with business leaders to develop workforce capabilities aligned with current and future needs.
- Oversee leadership development, learning initiatives, and coaching programs.
- Design and facilitate team development interventions to strengthen collaboration and performance.
Employee Relations
- Provide expert counsel to management on complex employee relations matters.
- Lead investigations and resolution of sensitive or high-risk cases.
- Develop proactive strategies to foster positive employee experience and minimize risk.
Performance & Capability Building
- Support leaders in enhancing team performance through coaching, feedback frameworks, and effective HR practices.
- Promote a high-performance culture through engagement initiatives and best-practice HR solutions.
People Leadership
- Lead and develop the HR team by setting clear objectives, providing coaching, and fostering continuous growth.
- Build a culture of accountability, collaboration, and professional excellence within the HR function.
Continuous Improvement & Reporting
- Drive continuous improvement of HR systems and processes in line with global best practices.
- Ensure timely preparation of accurate HR reports and analytics to support decision-making.
Compliance & Governance
- Ensure adherence to safety, quality, and environmental standards within the HR function.
- Maintain compliance with applicable labor laws and internal governance requirements.
Additional Responsibilities
- Undertake additional duties as required to support evolving business priorities.
