Senior Human Resources Business Partner

Job Summary

The Senior HRBP acts as a strategic partner to business unit leaders, aligning HR strategy with business objectives. This role covers the full spectrum of HR generalist functions - organizational design, performance management, employee relations, engagement, and talent development - while acting as a trusted advisor to senior stakeholders.

Key Responsibilities

• Serve as a strategic advisor to assigned business units)/leadership team, translating business goals intoHR/people strategies.

• Lead organizational design, workforce planning, and change management initiatives in partnership withbusiness leaders.

• Drive performance management cycles, including goal-setting, appraisals, calibration, and performanceimprovement plans.

• Manage complex employee relations issues, investigations, and conflict resolution with sound judgment anddiscretion.

• Partner with other HR teams to ensure a seamless employee lifecycle experience.

• Analyze HR metrics (attrition, engagement, headcount, productivity) to identify trends and recommendproactive interventions.

• Champion employee engagement and retention initiatives tailored to business unit needs.

• Conduct periodic organizational diagnosis (structure, capability, culture, and performance) for the assignedbusiness units), and translate findings into targeted talent management actions such as successionplanning, leadership development, and capability building.

Key KPIs

• Employee Turnover/Attrition Rate: Voluntary and involuntary turnover within the assigned business.units).

• Performance Review Completion Rate: % of goal-setting and appraisal cycles completed on time.

• Retention of Key Talent: Retention rate of critical roles and high-performing employees.

• Workforce Planning Accuracy: Variance between actual and planned headcount for the business unit.

• HR Partnering Satisfaction Score: Manager/employee satisfaction rating on HR support andresponsiveness.

• Organizational Diagnosis Completion Rate: % of assigned business units with a completedorganizational diagnosis (structure, capability, culture, performance) within the planning cycle.

•Talent Action Plan Execution Rate: % of diagnosis findings converted into actioned talent managementinitiatives (e.g., succession planning, leadership development, capability building) within agreed timelines.

• Succession Coverage Ratio: % of critical/key positions in diagnosed business units with identifiedsuccessors (ready-now / ready-in-1-2-years).

Qualifications & Requirements

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HRcertification (e.g., SHRM, CIPD) is a plus.• Minimum 5-8 years of HR generalist/HRBP experience, with at least 3 years in a senior or business-partnering capacity.

• Must be bilingual - fluent in both written and spoken English and Mandarin Chinese; able tocommunicate effectively with a diverse, multicultural workforce and cross-border leadership.

• Prior experience supporting a digital, technology, e-commerce, fintech, or online gamingcompany strongly preferred - comfortable operating in fast-paced, high-growth, and often 24/7 orshift-based operating environments.

• Strong business acumen with the ability to influence senior stakeholders and drive HR agenda at theleadership table.

• Data-driven mindset with experience using HR analytics/HRIS systems to guide decision-making.

• Excellent interpersonal, coaching, and conflict-resolution skills.

• High level of discretion, integrity, and sound judgment in handling sensitive matter