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Job Purpose

Serve as a strategic people partner to Business Unit Heads and Department Managers—aligning HR strategies with business objectives, driving workforce planning, OKR performance accountability, talent retention, and organizational effectiveness acros business units.

Key Responsibilities

'• Partner with BU Heads and Department Managers to execute People Plans, Role Charters, and strategic workforce planning. 
• Drive performance management cycles, OKR/KPI alignment, Manager Calibration, and Performance Improvement Plans (PIPs). 
• Lead employee relations, grievance resolution, workplace investigations, disciplinary governance, and Myanmar Labor Law compliance. 
• Monitor retention risks via monthly early-warning trackers (PREWS), Talent Cards, and Succession Heat-Maps
• Analyze HR metrics (turnover, headcount, engagement, absenteeism) to guide data-driven management decisions.

Duties

• Advise HODs on organizational structure, manpower budgeting, and internal mobility (targeting ≥50% Internal Fill Rate). 
• Facilitate 30/60/90-day Incubation reviews and coordinate with Talent & Organization Development on Individual Development Plans (IDPs/ICPs). 
• Enforce zero recruitment initiation without approved Role Charters and oversee 48-hour Joiner-Mover-Leaver (JML) governance. 
• Conduct monthly Gemba Walks at project/business sites and facilitate People root-cause problem solving. 
• Deliver monthly people analytics updates and support change management and culture adoption initiatives.

Reporting & Coordination

• Reports directly to Head of Department (HOD) – Human Capital. 
• Acts as primary strategic HR advisor to Business Unit Directors and Department HODs. 
• Coordinates closely with Talent & Organization Development (on competency/succession design), HR Operations & Recruitment (on hiring/payroll execution), and Corporate Performance & Transformation (CPT) on performance scorecards.

• EDUCATION: Bachelor's degree in Human Resources Management, Business Administration, or a related field. MBA or relevant postgraduate HR qualification/certification (HRBP, SHRM, HRCI) is a strong advantage.
• EXPERIENCE: Minimum 6–8+ years of progressive HR experience, including at least 2–3 years in an HR Business Partner or HR Managerial role. Proven track record partnering with senior business leaders on workforce planning, performance management, employee relations, and organizational development.
• TECHNICAL SKILLS: Strategic HR Business Partnering & Workforce Planning. Performance Management (OKRs, KPIs, PIPs). Employee Relations, Investigations & Myanmar Labor Law. HR Analytics, Dashboards & Manpower Budgeting. HRIS & MS Office Suite (Advanced Excel and PowerPoint)