Regional HR Business partner

Job Requirements

About the Role

The Regional HR Business Partner will be responsible for managing complex employee relations, ensuring regulatory compliance, and driving the implementation of HR initiatives across regions. This role involves partnering with business leaders, HR teams, and Centers of Excellence (CoEs) to deliver impactful HR solutions, foster collaboration, and support strategic decision-making. The ideal candidate will bring strong interpersonal skills, a deep understanding of HR practices, and a proactive approach to driving organizational effectiveness.

Key Responsibilities

Primary Responsibilities

• Manage and resolve complex employee relations issues through thorough and objective investigations.
• Maintain in-depth knowledge of legal requirements related to employee management to mitigate risks and ensure compliance.
• Collaborate with Zonal HR Business Partners to ensure consistency in HR practices across locations.
• Build strong rapport with business leaders to understand their needs and provide strategic HR advice.
• Drive and measure the impact of centrally led HR initiatives across regions.
• Deliver HR products and services through effective collaboration with business leaders, CoEs, and internal stakeholders.
• Use HR analytics to influence leadership decisions, design dashboards, and measure HR effectiveness.
• Introduce innovative practices and solutions to enhance the HR Business Partner function.
• Communicate HR strategies effectively to ensure visibility and influence across the organization.
• Promote a collaborative culture across internal and external stakeholders.
• Adopt an “Always You First” approach to enhance employee experience.
• Research global HR and business practices, align them with internal context, and implement best-fit solutions.
  
  

• Graduation: B.Com, B.Sc, BA, BBI, or BMS.
• Post-graduation: MBA, M.Com, or MA.
  
  

• 5 to 10 years of total work experiencein HR business partnering or related HR functions.
  
  

• Strong understanding of employee relations and labor laws.
• Proven ability to influence and collaborate with senior stakeholders.
• Experience in driving HR initiatives and managing change.
• Analytical mindset with proficiency in HR analytics and dashboarding.
• Excellent communication and interpersonal skills.
• Strategic thinking with a focus on innovation and continuous improvement.
  
  

• Time to resolve employee issues
• Quality and impact of HR initiatives
• Stakeholder feedback
• HR process effectiveness
• Compliance and risk mitigation