Senior HR Business Partner (1) at BPR: (Deadline 6 August 2026) Job Purpose The job holder is responsible for delivering best practice HR services and solutions that enhance employee performance, productivity and engagement. This is achieved through close collaboration with line managers, ensuring alignment to the Bank’s business objectives and creating value for all stakeholders Main Responsibilities Supervises a team of HR business partners and advisors who act as the primary HR contact for staff and line management while proactively supporting the delivery of HR Processes. Delivering employee lifecycle from goal setting to performance management with a consistent focus on building a high-performing culture of growth, productivity and development. Advise and support line managers on...
Senior HR Business Partner (1) at BPR: (Deadline 6 August 2026)
Job Purpose
The job holder is responsible for delivering best practice HR services and solutions that enhance employee performance, productivity and engagement. This is achieved through close collaboration with line managers, ensuring alignment to the Bank’s business objectives and creating value for all stakeholders
Main Responsibilities
Supervises a team of HR business partners and advisors who act as the primary HR contact for staff and line management while proactively supporting the delivery of HR Processes.
Delivering employee lifecycle from goal setting to performance management with a consistent focus on building a high-performing culture of growth, productivity and development.
Advise and support line managers on people growth strategies and initiatives to ensure retention and development of high-performing and high-potential employees.
Working with Heads of Function, develop and execute manpower plans, recruitment, and selection as per the Bank’s talent acquisition framework.
Drive the Talent Management strategy and plans in liaison with the Learning & Development function by identifying and developing training interventions to bridge staff skills and business competency gaps.
In liaison with the Employee Relations and Wellness function, develop and sustain an enabling work environment for staff, and implement staff recognition, disciplinary, and grievance handling policies and procedures.
In liaison with line managers, drive the delivery and analysis of employee engagement surveys.
In liaison with the Reward and Policy function, develop performance-oriented reward and incentive propositions for staff.
Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience.
In liaison with line managers, facilitate internal Employee movements and transfers
Daily Responsibilities.
Liaise with line managers on different HR-related matters
Track and monitor daily performance, ensure clear KPIs are set and signed off
Continuous engagements with staff and line managers
Ensure staff requests are escalated and delivered to responsible people for a timely resolution
Identify business needs and liaise with responsible managers to close the gaps
Mentor and ensure development and performance of Business Partnering team
Educational qualifications and work experience:
Bachelor's level degree in Human Resource Management (HRM) / Business Administration or related field.
Professional Qualifications: SHRM-CP, SHRM-SCP, PHRi, SPHRi, CIPD are an added advantage.
Master’s Degree in HRM/ Business Administration is an added advantage.
