Senior HR Business Partner

The Senior HR Business Partner is responsible for proactively partnering with the business leaders in areas such as organization design, employee relations, talent and performance management, employee engagement, leadership coaching, talent development and workforce planning.

The role of Senior HR business partnering is to lead and support the implementation of value-added programs and interventions to enable the business and our people to deliver high performance.

With a focus on the transactional service lines, (e.g.: Capital Markets, Valuations, Advisory), and Corporate Business Enabling Functions in Singapore, the Senior HR Business Partner works closely with the business to anticipate and communicate HR related needs proactively and ensure all HR initiatives and programs are implemented effectively and aligned with Cushman & Wakefield’s strategic priorities.

By understanding business strategy and working closely with the business leaders and the HR COE (Centre of Excellence teams), the Senior HR Business Partner plays a pivotal role in talent management, recruitment / strategic hiring, promoting diversity, equality and inclusion and leading employee engagement and employee value proposition activities to help the business leaders adapt to the workplace of the future.

The Senior HR Business Partner ensures all employment law requirements are satisfactorily met across all areas of Human Resources, leads specific Human Resources projects and supported by data and analytics, provides professional HR guidance and support tailored to the business.

**What you will be doing**:
Partner with the business:

- Understand business strategy and assist leaders in designing effective organizations to meet current and future business needs and work closely with business line leaders and teams to identify and deploy impactful people strategies that enable growth and high performance.
- Drive HR initiatives, solutions and programs in alignment with HR and business priorities, based on organizational insights using data analytics.
- Provide appropriate coaching and feedback to people leaders and individuals.
- Anticipate and manage risks associated with potential critical talent loss. Take a holistic approach to leveraging and engaging internal talent as well as understanding local markets to help the business leaders attract and retain top talent.
- Operationalize and implement people related components of business transformation and change programs
- Promote employee engagement and value proposition activities
- Actively promote diversity, equity and inclusion in all aspects of people and culture.

Provide HR Expertise:

- Help to design and implement HR projects
- Work with business leaders as well as SME teams within HR, to provide a seamless, HR experience
- Support the end to end delivery of Cushman & Wakefield’s HR practices for the employee lifecycle including workforce planning, supporting on-boarding, talent acquisition, succession management, leadership development, employee engagement, performance and reward, diversity and inclusion, facilitating the annual talent management processes, organizational design and development.
- Work with Asia Pacific’s HR Centre of Excellence (COE) leadership to contribute as a regional HR partner to the ongoing development of these practices to support the attraction and retention of employees.
- Understand compensation strategies for transactional service lines and take an active role to ensure compensation, strategic hiring, business cases and commercial management is paramount for business leaders
- Work closely with HR Operations to ensure accurate employment related information is tracked
- Leverage HR technology platforms such as Workday to deliver value to business leaders and employees using simple, streamlined processes for an efficient and effective HR service to the business. Provide ongoing education to leaders and employees on ways they can maximize the value they receive from HR technology so that the platforms are business enablers, not obstacles.
- Deliver and ensure adherence to Company required training, particularly related to performance management, bullying, sexual harassment and discrimination or specialist leadership training
- Review, establish, implement and communicate policies and compliance initiatives across the region.
- Counsel leaders and the HR team on compliance matters related to local employment laws and culture.

Employee Relations Management:

- Provide expertise in managing employee relations matters and ensure an effective investigation process to deal promptly with grievances
- Make accurate and informed decisions regarding when an investigation is required and where required carry out investigations according to best practice principles.
- Work with people leaders on restructures to ensure that they follow all legal requirements and can be commercially justified.
- Lead and/or support (as appropriate) performance management o