Title:  *Executive HR Business Partnering

Job Summary

The Executive, HRBP partners closely with People Managers (excluding BU Head and Business Line Managers) to drive the execution of people strategies and HR initiatives. The role focuses on enabling frontline leadership, strengthening employee engagement, and ensuring effective implementation of talent, performance, and culture frameworks within the Business Unit.

General Responsibilities

1. Culture & Engagement Activation (Manager-Focused)
•    Act as the key HR partner to People Managers in driving DKSH culture initiatives:
•    360 Feedback
•    YourVoice Survey
•    ACT (Aligned Conversation Tool)
•    High Performance Team (HPT) practices
•    Support managers in interpreting engagement results and translating them into team-level action plans
•    Drive engagement initiatives at team/function level to enhance employee experience
•    Track and follow up on action plan effectiveness with managers

2. Talent Management (Execution & Pipeline Support)
•    Support People Managers in executing talent review and succession planning processes
•    Identify and monitor high-potential and critical talents within teams
•    Guide managers in building personal development plans (PDPs)
•    Ensure consistency and discipline in talent practices across teams

3. Talent Development (Manager Enablement)
•    Partner with managers to identify capability gaps within their teams
•    Support rollout of functional and leadership development initiatives
•    Coach managers on how to effectively develop their team members
•    Promote a “manager-as-developer” mindset

4. Performance Management 
•    Ensure effective implementation of the performance management cycle at team level
•    Ensure objective Setting following Group guidelines
•    Conduct meaningful performance and development conversations
•    Provide continuous feedback
•    Monitor quality and consistency of performance ratings and calibration inputs

5. Employee Relations (First-Line HR Advisor)
•    Serve as the first point of contact for People Managers on employee relations topics
•    Provide guidance on performance issues, disciplinary actions, and conflict resolution
•    Ensure fair, consistent, and compliant handling of employee cases
•    Escalate complex cases to Line manager when required

6. People Manager Capability Building
•    Strengthen people management capability across frontline managers
•    Provide coaching and practical guidance on:
•    Feedback & coaching skills
•    Team management
•    Handling difficult conversations
•    Support delivery of HR toolkits and workshops for managers

7. Young Talent & Early Career Programs
•    Coordinate and support young talent programs (interns, fresh graduates) within the BU
•    Work with managers to ensure effective onboarding and development experience
•    Support building a future talent pipeline aligned with business needs
8. Project Support
•    Support implementation of HR initiatives and projects within the BU
•    Ensure smooth execution of HR processes at team leve

Functional Skills and Knowledge

• 2–5 years in HR, preferably in HRBP / HR Generalist roles or Talent Management
• Knowledge in Talent Management (9-boxes)  Hi-po definition
• Experience in Performance Calibration
• Knowledge in Mercer methodology
• Change management skill
• Stakeholder Management (frontline focus)
• Coaching & Influencing Skills
• Problem Solving & Practical Judgment
• Execution Excellence

Education

Bachelor’s degree in HR, Business Administration, or related field

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