People & Culture Business Partner

Overview The People & Culture Business Partner is responsible for acting as a business partner and contributing to the achievement of business objectives by efficiently driving People & Culture related processes within the assigned business area, including and not limited to: Recruitment, Compensation & Benefits, Training & Development, Performance Appraisal, Internal communication, Succession planning, Organization development, creation of Policies & Procedures and elements of Personnel Administration to ensure full compliance. This role supports the managers and employees within the designated functions. It develops strong business relationships to be a trusted partner to the assigned HoD and line managers. The incumbent shall possess commercial awareness of the business operations to anticipate challenges and propose effective solutions. The incumbent fosters collaboration to increase effectiveness between the People & Culture function and the business. As the P&C Business Partner, you will be responsible for: Responsibilities Business Partnering – Acts as a strategic advisor to the P&C Director, local leadership, and line managers by proactively identifying organizational and people-related challenges and opportunities. Provides end-to-end solutions and ensures effective operational HR support through coaching, process execution, and employee guidance, enabling smooth business operations. Reporting and budgeting – Leads the preparation and management of all P&C reports and budgets, including salary, benefits, learning, and engagement. Ensures accurate and timely data submission, collaborates with Finance, and supports planning phases by analyzing variances and preparing headcount and cost forecasts in alignment with organizational needs. Performance, Talent & Career Management – Owns and drives the talent agenda, focusing on performance with behaviors, improving value through development, deployment, and retention. Facilitates succession planning and other global talent related initiatives with local Management & regional teams to ensure performance management systems are fair, transparent & well-executed, including leading low-performance and disciplinary actions through policy deployment. Employee Lifecycle Management – Supports the full employee lifecycle from recruitment to offboarding. This includes coordinating job postings, interviews, onboarding, and leading transitions such as relocations and role changes, ensuring a seamless experience for both employees and managers at every stage. Projects, Engagement & Employer Branding – Manages and implements local, regional, and corporate HR projects, including the Employee Engagement Survey and Top Employer certification. Leads initiatives to enhance employee experience and engagement, while supporting employer branding strategies and continuous process improvements. P&C Administration – Oversee the administrative tasks such as PR/POs, coordinating with vendors, and ensuring compliance with procurement policies, onboarding logistics, including arranging workstations, laptops, vehicles, and other essentials for new hires. Qualifications Qualifications : University degree or diploma in Human Resources or related business area. At least 5 to 8 years of working experience in various areas of HR, preferably in a multinational company. Language : Fluent English both written and oral. Mandarin is a plus. Functional Skills : Well-versed in MS Office (Word, Excel, PowerPoint, etc). Comprehensive knowledge of HR processes (org design, TA, Talent Management, L&D, LR), Knowledge of Labor legislation. Understanding of the corporate P&C strategy and corporate values, Strong business acumen and understanding of sales operations. Self-motivation, Decision making and accountability, Strong communication/negotiation/facilitation skills, Strong leadership and team management skills, Good team player, Solid analytical and problem-solving skills, Ability to influence with impact, Strong stakeholder management. #J-18808-Ljbffr