Job Description

Role Summary

The Assistant Manager, People Solutions (HRBP) supports the alignment of business objectives with employees and management within designated business units. This role works closely with line managers and HR Centres of Excellence (COE) to deliver people solutions that support organizational goals, enhance employee engagement, and ensure effective HR practices. The position operates with guidance from senior HRBP leaders and contributes to the execution of HR strategies and initiatives.

• Key Duties & Responsibilities

• • Supports the understanding and execution of the organization’s annual business and people priorities; participates in relevant business meetings and discussions with stakeholders as required.

  • Assists in organizational design and workforce initiatives by providing inputs on structure, roles, and capability requirements to support business needs.

  • Works with COEs to support change management initiatives and helps ensure effective communication and adoption of changes within the business.

  • Supports the development and implementation of HR strategies, policies, and action plans aligned with business objectives in partnership with COEs.

  • Provides inputs and analysis to support workforce planning, succession planning, and organizational structure adjustments.

  • Collects, analyzes, and summarizes HR and organizational data to generate insights, reports, and metrics for HR and business leaders.

  • Supports talent planning initiatives and HR programs by providing operational and advisory inputs that enhance business effectiveness.

  • Builds working knowledge of the business’s financial metrics, business plans, and stakeholder expectations to effectively support people-related needs.

  • Partners with managers and employees to provide coaching and guidance on employee engagement, performance improvement, workplace relationships, and retention matters.

  • Coordinates and supports HR program rollouts in collaboration with COEs, including talent management processes (e.g. talent reviews, calibration exercises) and compensation activities (e.g. annual compensation reviews).

  • Assists managers in handling employee relations and performance management matters; supports investigations, documentation, and corrective action processes to ensure consistency, fairness, and compliance with company policies and employment laws.

  • Keeps abreast of internal company developments, spanet trends, and external best practices in HR to provide informed inputs to the business.

  • Performs other related duties as assigned.
    

Required Skills & Abilities

• • Sound knowledge and hands-on experience in HR business partnering or generalist roles.

  • Strong verbal and written communication skills with the ability to engage effectively with stakeholders at different levels.

  • Ability to build effective working relationships with business leaders and employees.

  • Good consulting, influencing, and problem-solving skills.

  • Ability to analyze issues, identify root causes, and propose practical HR solutions.

  • Working knowledge of employment laws, HR policies, and regulatory requirements.

  • Ability to understand organizational structures, roles, compensation practices, and HR processes.

  • Strong time management skills with the ability to manage multiple priorities and meet deadlines.
    

• • Minimum of 4-6 years of relevant HR experience, including exposure to employee relations, performance management, and HR operations.

  • Working knowledge of multiple HR disciplines such as employee relations, performance management, compensation, talent management, and organizational support.

  • Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred.