Human Resource Business Partner

Role Summary

We are looking for a proactive and business-oriented Human Resources Business Partner (HRBP) to partner with the Asset Management, Investment Banking (IB) and Fixed Income Markets (FIM) businesses. The HRBP will act as a trusted advisor to business leaders and employees, driving the people's agenda while ensuring alignment with organizational goals. The role will be responsible for the end-to-end HRBP lifecycle, including employee engagement, performance management, talent management, employee relations, organizational effectiveness, policy advisory, learning interventions in partnership with Centre of Excellence (CoEs).

Key Responsibilities

1. Business Partnering

• Partner with business leaders to understand business priorities and translate them into people strategies.

• Provide strategic and operational HR support across the employee lifecycle.

• Build trusted relationships with managers and employees, acting as the first point of contact for people-related matters.

• Drive organizational effectiveness initiatives and support business transformation where required.

2.Performance Management

• Drive the annual performance management cycle, including goal setting, mid-year reviews and year-end evaluations.

• Coach managers on performance conversations, feedback and development planning.

• Support performance improvement plans and manage low-performance cases in partnership with business leaders. Talent Management & Succession Planning

\ • Facilitate talent review and succession planning discussions.

• Identify high-potential employees and partner with leaders on development plans.

• Support internal mobility and career progression initiatives. Employee Relations

• Manage employee relations with fairness, confidentiality and compliance.

• Address employee concerns, grievances, and workplace issues while ensuring adherence to company policies.

• Coach managers on handling sensitive people matters.

3. Employee Engagement & Culture

• Drive employee engagement initiatives and action planning based on feedback.

• Partner with leaders to strengthen employee experience and reinforce organizational culture.

• Plan and execute engagement activities across supported business functions. Learning & Development

• Identify capability gaps and recommend learning interventions in collaboration with the Learning & Development team.

• Support leadership development and team effectiveness initiatives. HR Operations & Compliance

• Ensure smooth execution of employee lifecycle processes including onboarding, confirmations, transfers, promotions and exits.

• Partner with HR Operations to ensure timely and accurate HR processes.

4. HR Analytics & Reporting

• Track and analyze HR metrics including headcount, attrition, diversity, employee engagement and performance trends.

• Provide data-driven insights and recommendations to business leaders.

• Prepare regular HR dashboards and reports to support decision-making.

5. Stakeholder Management

• Collaborate closely with Talent Acquisition, Learning & Development, Compensation & Benefits, HR Operations and other HR CoEs to deliver seamless HR support.

• Influence and coach leaders on people decisions while balancing business and employee needs.