We are seeking an experienced and strategic HR Business Partner & Talent Management Manager to align our human capital strategies with overarching business objectives. In this dual-impact role, you will act as a trusted advisor to business leaders while driving end-to-end talent management initiatives—ranging from strategic talent acquisition and performance management to employee retention, engagement, and leadership development.

You will bridge the gap between business operations and HR, leading a high-performing HR and recruitment team to foster an organizational culture that attracts, develops, and retains top-tier talent.

Key Responsibilities

Strategic HR Business Partnership

Partner directly with department heads and executive leadership to align people strategies with business goals and operational growth.
Consult on workforce planning, organizational design, talent reviews, and succession planning.
Act as a primary advisor and escalation point for complex employee relations issues, policy interpretations, and conflict resolution.

Talent Acquisition & Employer Branding

Oversee full-lifecycle recruitment strategies for both high-volume hiring and specialized technical/executive roles.
Develop proactive talent pipelines to support current client commitments and internal strategic expansion.
Champion the organization's employer brand across external platforms, universities, and recruitment channels to secure top industry talent.

Talent Management, Retention & Development

Design and implement performance management frameworks, including goal-setting, mid-year check-ins, and annual performance reviews.
Lead employee engagement initiatives, mapping stay/exit survey data to actionable retention strategies.
Identify capability gaps and collaborate with leadership to implement targeted learning, upskilling, and career progression frameworks.

Process Optimization, HR Ops & Compliance

Evaluate and optimize HR Tech systems (ATS, HRIS, performance tracking tools, and AI automation platforms).
Track and report on critical HR & Talent metrics (e.g., turnover rates, eNPS, time-to-fill, talent mobility, and training ROI) to executive leadership.
Ensure all HR practices, talent initiatives, and labor policies comply with local labor laws, data privacy, and DEI (Diversity, Equity, and Inclusion) standards.

Qualifications & Requirements

Experience: 5+ years of progressive experience in HR, with at least 2–3 years in a managerial role operating as an HR Business Partner or Talent Management Manager.
Core Expertise: Demonstrated success in integrating talent acquisition with broader HR disciplines (performance management, organizational development, employee relations, and succession planning).
Leadership: Strong track record of coaching team members, leading HR personnel, and driving high-performance team dynamics.
Technical Proficiency: Deep working knowledge of HRIS and ATS platforms, performance management tools, and modern talent analytics solutions.
Stakeholder Management: Exceptional interpersonal, negotiation, and executive communication skills with the ability to influence cross-functional leaders.
Analytical Skills: Data-driven mindset with proven capability to convert workforce analytics into practical strategic decisions.