Strategic HRBP

About the Role:

As a Strategic HRBP, you will partner with business leaders to translate commercial strategy into people strategy. This is a high-ownership role spanning organizational design, workforce planning, and global talent development, suited to someone who thrives on ambiguity and is accountable for outcomes rather than activity.

Key Responsibilities:

1. Partner with business leaders to define the people strategy aligned to the strategic objectives of the business units you support, covering strategic planning, organizational design, and talent planning.

2. Develop the annual workforce plan in line with business growth strategy; drive execution, monitor delivery against plan, and proactively diagnose variances and drive corrective solutions to closure.

3. Drive global talent and organizational development initiatives for the Center through cross-functional collaboration; track leading and lagging indicators, and own the core outcomes end to end.

4. Benchmark organizational practices across the industry and peer companies; stay close to business needs and talent market dynamics, and refine organizational and people strategies accordingly.

5. Take an enterprise-wide, forward-looking view of the organizational capabilities required to sustain business growth; anticipate, surface, and resolve organizational and talent risks before they materialize.

Qualifications:

1. Bachelor's degree or above, with 3-5 years of relevant experience, including overseas study or a minimum of one year of overseas work experience. Full professional fluency in English, written and spoken, is essential.

2. Exceptional learning agility, with a proven ability to get up to speed quickly in unfamiliar domains and fast-changing business environments.

3. Strong business and organizational acumen, with rigorous logical thinking and the ability to break ambiguous problems down into actionable frameworks.

4. Demonstrated drive and execution strength, with a track record of taking initiatives from concept through to full implementation, and the ability to influence and lead change under resource constraints.

5. Genuine passion for HR, low ego, and a results-oriented mindset.