• Employee Engagement & Connects – Conduct regular employee connects, manager interactions, and leadership sessions to understand employee concerns and improve engagement. Plan and execute engagement activities in collaboration with the People & Culture team to build a positive work environment.

• Performance Management – Support performance management processes, including goal setting, performance reviews, and calibration. Guide managers on process expectations and best practices to ensure fairness, clarity, and timely completion of performance cycles.

• Rewards & Recognition – Drive reward and recognition initiatives and support optimal utilization of approved budgets. Promote peer-to-peer recognition through available tools and programs to strengthen a culture of appreciation.

• Employee Relations & Grievance Handling – Manage employee grievances and workplace concerns with sensitivity, confidentiality, and professionalism. Provide practical guidance and counselling support to employees and managers to help resolve issues effectively.

• Exit Management – Support employees and managers through exit processes, ensuring smooth, timely, and compliant completion of exit formalities while maintaining a positive employee experience.

• Compliance & Training – Drive completion of mandatory compliance trainings within defined timelines. Partner with business teams to support adherence to statutory, regulatory, and organizational requirements.

• Reporting – Maintain accurate organization structures, span of control data, and People & Culture documentation. Prepare reports, trackers, and presentations for leadership and business reviews as required.

• Leadership & Stakeholder Engagement – Facilitate leadership connects and People & Culture process or tool orientations for business leaders. Partner with stakeholders to align People & Culture initiatives with business priorities.

• Early Warning & Risk Identification–Support proactive identification of risks related to attrition, engagement, performance, and employee concerns. Work with managers to identify corrective actions and follow through on agreed plans.

• New Hire Integration – Conduct new employee orientation sessions and new hire connects to ensure smooth onboarding, integration, and early engagement within the organization.

• Internal Talent Movement – Manage Internal Job Posting processes for key roles, ensuring a transparent, timely, and business-aligned process for internal talent movement.

What You Will Need to be Successful:

• MBA or postgraduate qualification in Human Resources or a related field preferred.

• 4 to 6 years of total work experience, including relevant HR Business Partner or People & Culture Business Partner exposure.

• Strong understanding of People & Culture processes including employee relations, employee engagement, performance management, onboarding, exits, and policy guidance.

• Good communication skills with the ability to interact effectively with employees, managers, and cross-functional stakeholders.

• Ability to handle sensitive employee matters with confidentiality, professionalism, and sound judgement.

• Strong organizational and coordination skills with attention to detail.

• Ability to work in a fast-paced environment and manage multiple priorities.

What You May Need to be Successful:

• Experience handling employee lifecycle processes in a dynamic business environment.

• Demonstrated success in supporting engagement initiatives, compliance trainings, employee relations matters, and performance management cycles.

• Collaborative approach with strong stakeholder management and follow-through skills.

• Proficiency in Microsoft Office and HR or People & Culture systems.

• Ability to work predominantly office-based schedules, including night shift requirements, where applicable to the business.