About this role
The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines. The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines.
HR Business Partnering
Act as a trusted advisor to business leaders on all HR mattersEngage and consult with the business to support the implementation of HR focus areasSupport talent management, succession planning, and workforce planning with a transformation lens.Reporting
Monitor HR metrics and provide insights to improve business performance.Strategy Implementation and compliance
Engage and consult with the business to support the implementation of HR focus areasIdentify process and policy improvementsEnsure HR policies and procedures are consistently applied and compliant with labour lawsImplementation and review of HR projects.Build internal and external networks with HR COEs, line managers and service providers and ensure relevance and credibility of the service provided.Advise business lines on all people related issues (people, capabilities, organisation, leadership, culture)Support the agreed timelines of the HR department ensuring that the objectives of the HR focus areas are prioritised and adhered toChampion DEI initiatives and support inclusive hiring and development practicesTalent Management & Development
Support performance management processes, including goal setting, reviews, performance moderation and development planningFacilitate career development and talent mobility discussionsPartner with Learning & Development to identify skills gaps and implement training solutionsUtilise talent development process and tools to provide and develop a diverse talent pipeline through talent reviews and succession processesRecruitment
Drive all talent acquisition initiatives to ensure acquisition of suitable talent within business unitProvide input into and influence line managers to appoint, place and promote according to the organisations EE plansProvide input into the design of job profiles, org structure to include workforce planning activitiesCompensation and Benefits
Advise and monitor annual salary increases, coordination of the incentive process and performance bonus process.Advise line on salary benchmarking and salary equity within teamExit Process
Provide feedback and recommendations to line and business line head on exit interviewsRetention
Implementation of retention tools including career counselling and settling-in interviewsEngage with employees, to assist the line manager with putting retention plans in placeEmployee Relations
Promote a positive work environment through proactive employee engagement strategiesManage employee relations issues, including conflict resolution, disciplinary actions, and grievance proceduresAdvise and coach line management on company ER policies and proceduresChange Management
Support organizational change initiatives, including restructures, culture transformation, and digital HR adoptionAct as a change agent to drive adoption and minimize resistance Bachelor’s degree in human resources, Industrial Psychology, or related fieldMinimum 5 years’ experience as an HR Business PartnerStrong knowledge of labour legislation and HR Best PracticesRequired critical behaviours
Strategic thinking and executionChange managementInfluencing and negotiationData-driven decision-makingCultural sensitivity and inclusionTeamworkRequired key skills (functional / technical)
Strategic thinking and business acumenExcellent communication and influencing abilitiesStrong interpersonal and relationship-building skillsProblem-solving and conflict resolution skillsProficiency in MS Office Our uniqueness is that we celebrate yours. Experian's culture and people are important differentiators. We take our people agenda very seriously and focus on what matters; DEI, work/life balance, development, authenticity, collaboration, wellness, reward & recognition, volunteering... the list goes on. Experian's people first approach is award-winning; World's Best Workplaces™ 2024 (Fortune Top 25), Great Place To Work™ in 24 countries, and Glassdoor Best Places to Work 2024 to name a few. Check out Experian Life on social or our Careers Site to understand why.
Experian is proud to be an Equal Opportunity and Affirmative Action employer. Innovation is an important part of Experian's DNA and practices, and our diverse workforce drives our success. Everyone can succeed at Experian and bring their whole self to work, irrespective of their gender, ethnicity, religion, colour, sexuality, physical ability or age. If you have a disability or special need that requires accommodation, please let us know at the earliest opportunity.
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