HR Business Partner

Job Purpose

The Senior HR Business Partner provides high quality Human Resources guidance, counsel, and support to people leaders in the business, with accountability for the Sales function across multiple locations of Asia, Middle East & Africa.

This includes advising on HR matters / initiatives that support the strategic objectives of Study Group, providing a people and commercial lens on all activities that will grow and evolve the business, managing related risk, and increasing engagement.

This role partners with Sales leaders across multiple locations and takes co-accountability for the implementation of people related initiatives that support commercial requirements, ranging from organisational design, workforce planning, performance support, talent retention and succession planning, coaching and development for excellence, developing bench strength and leadership capability in future, emerging and current leaders, and providing sound, trusted, timely and reliable counsel and guidance in human resources & industrial relations matters.

Reporting to the People Experience Director, Global Functions the role has both a strategic and operational focus, with the professional agility to move between often conflicting matters (focus and timeframes) effectively. This role requires the commercial acumen to effectively deal with matters proactively, or according to priority and urgency, as well as providing sound ‘just-in-time’ counsel on HR and IR matters as required.

The Senior HR Business Partner is a champion of the organisational vision and values, and a strong advocate of the value HR brings and delivers to the company and the overall employee value proposition.

Key Responsibilities

Operational activity:

- Support employee lifecycle processes including workforce planning, recruitment, probationary and performance assessments and feedback/reviews, salary & bonus reviews, organisational change management, exit strategies
- Contribute to broader HR projects, including Group-wide initiatives as required
- Take a proactive approach in assessing and anticipating HR & IR related needs
- Provide advice, assistance and follow-up on HR policies, procedures, and documentation
- Work with the Sales leadership team to ensure the right sales incentive, bonus and remuneration is in place, and be responsible for all related annual processes, rules, reporting and escalations to approvals

Stakeholder Engagement:

- Formulate trusted and credible partnerships across the business to deliver value added service to management and employees
- Work with the People Experience team to build and ensure efficiency and effectiveness of the function in its delivery of business advice and transactional services
- Develop and promote People Experience and early engagement to reinforce the value of a ‘seat at the table’ and be engaged in all key discussions and Sales initiatives / business cases, bringing influence, credibility, gravitas and a strong outcome focus for quick and effective delivery

People & Succession:

- Work with Sales team to implement and facilitate talent reviews and succession plans (working closely with the other People Experience Director, Global functions and other People Experience BP’s to ensure consistently applied approaches, methodologies, outcomes and follow up)
- Participate in and deliver people experience initiatives including aligning performance, capability, and talent initiatives to the business strategy

Employee/ Industrial Relations:

- Be the IR expert to provide Sales leaders with sound, commercial and timely advice on process, legal compliance, and risk management strategies to address people issues in all countries that the Sales team operate in
- Work with the People Experience Director to review external legal costs across the Sales organisation, and seek to have a plan in place to reduce / remove reliance on the same through own individual competency and capability
- Manage grievances within the relevant frameworks: legislative compliance; company policy
- Proactively coach and counsel management and employees on legislative guidelines, frameworks, processes and assist leaders to work within these parameters, on a case-by-case basis

Organisational Effectiveness:

- Provide guidance, coaching and input / influence on any related Sales function restructures, change plans and workforce planning
- Provide accurate and key people experience information and data to Sales Leadership team to enable proactive business planning, decision making and to meet regulatory requirements
- Coach and develop managers in the areas of effective recruitment, probation, clear expectation setting, outcomes based goals, MyPathway, career planning, and any other key People Experience process

Recruitment, induction, probationary support:

- Ensure talent planning guides recruitment practices, and these are applied consistently, or strategically as required
- Work alongside the talent acquisition te