• The HR Business Partner (HRBP) serves as a strategic advisor and trusted partner to business leaders, driving people strategy implementation that enable business growth, operational excellence, and a high-performance culture within the Life business.
• The role translates business priorities into integrated HR solutions across performance management, talent, culture, and empl oyee experience, leveraging data and insights to improve organizational effectiveness and workforce outcomes.

JOB DUTIES AND RESPONSIBILITIES

Strategic Business Partnering:

• Partner with leadership to align HR strategy with business objectives and growth plans
• Provide insightful workforce analytics to support decision-making on structure, talent, and productivity
• Proactively identify people-related risks and opportunities, recommending practical solutions
• Influence leadership behaviors to foster accountability, performance, and engagement

Performance Management:

• Drive execution Of the performance management framework to ensure quality, consistency, and fairness
• Work closely with business leaders and the Group Head, HR to define KPIs and performance standards that drive organizational success.
• Coordinate and facilitate performance review cycles, calibration sessions, and talent discussions to ensure fairness and consistency.
• Provide coaching to managers On performance improvement strategies and employee development plans.
• Monitor perforrnance trends and recommend interventions to address gaps.

Learning & Development:

• Drive the execution Of Learning & Development strategies that strengthen technical expertise and enhance leadership capabilities.
• Conduct training needs analysis and create annual learning plans aligned with business priorities.
• Manage relationships with external training providers, ensuring quality delivery and cost-effectiveness.
• Track leaming impact and ensure ROI and alignment with business goals.

Talent Management & Workforce Planning:

• Collaborate with leadership to translate business objectives into HR priorities and actionable plans.
• Support workforce planning, succession planning, and talent management initiatives to ensure a robust talent pipeline.
• Partner with the recruitment team to ensure hiring strategies align with workforce plans and business needs.
• Conduct periodic skills gap assessrnents and recomrnend targeted interventions.
• Drive career development programs and internal mobility opportunities.
• Develop and implernent retention programs for high-potential and critical talent.

Ernployee Engagement & Culture:

• Develop and implement employee engagement programs that foster a positive work environment and reinforce organizational val ues.
• Champion culture-building activities that promote collaboration, innovation, and inclusion.

Employee Relations & Compliance:

• Act as a trusted advisor to employees and managers on HR-related matters, providing guidance on policies and best practices.
• Resolve complex employee relations issues and manage disciplinary processes in line with company policy and labor laws.
• Ensure compliance with HR policies, labor laws, and regulatory requirements.

HR Analytics & Reporting:

• Utilize HR metrics and analytics to provide insights for decision-making and continuous improvement.
• Prepare reports on performance trends, training effectiveness, and workforce development for leadership review.

JOB REQUIREMENTS AND COMPETENCY SPECIFICATION

Academic Qualification & Work Experience

• Bachelor’s degree in HR, Business Administration, or related discipline
• Minimum of 8—10 years HR experience, with at least 3 years as an HR Business Parmer
• Strong experience in performance management, talent management, and employee relations
• Experience in financial services or insurance industry is an advantage
• Professional HR certification (e.g., CIPM, SHRM, CIPD) is an added advantage
• Required Competencies (KSA):

Knowledge: Skills: Abiliities:

• Deep understanding of HR Business Partnering frameworks and best practices
• Knowledge of performance management systems and talent lifecycle processes
• Strong understanding of labor laws, employee relations practices, and compliance requirements
• Knowledge of organizational development, workforce planning, and succession management
• Farfiliarity with HR analytics, data interpretation, and HRIS systems
• Understanding of financial services/insurance business models and market dynamics (preferred)
• Strategic Thinking: Ability to translate business goals into actionable HR strategies
• Stakeholder Managernent: Strong ability to influence, challenge, and partner with senior leaders
• Analytical Skills: Ability to interpret data and provide actionable insights
• Problem-Solving: Strong diagnostic skills to address complex people and organizational issues
• Communication Skills: Clear, persuasive, and professional communication (verbal & written)
• Change Management: Ability to drive and support organizational change initiatives
• Coaching & Advisory Skills: Ability to coach managers and employees on performance and behavior
• Project Management: Ability to manage multiple HR initiatives effectively
• Ability to build trust and credibility across all levels of the organization
• Ability to balance strategic thinking with operational execution
• Ability to work independently and manage competing priorities under pressure
• Ability to maintain confidentiality and exercise sound judgment
• Ability to drive cultural transformation and influence mindset shifts
• High level of integrity, professionalism, and accountability
• Strong resilience and adaptability in a dynamic business environment

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