Title:  Senior Manager Group HR Business Partnering (Corporate Functions)

Job Summary

The Senior Manager, Group HR Business Partnering (Corporate Functions) is a strategic partner to senior and regional leaders, supporting the delivery of Group HR priorities across corporate and enabling functions.

Operating within a highly matrixed, multinational environment, the role partners closely with the Director, Group HR Business Partner – Enabling Functions to drive consistency, rigor, and impact across core people processes, including talent management, performance management, organizational effectiveness, and leadership development.

The role combines enterprise-level thinking, strong analytical capability, and hands-on execution, with a focus on translating strategy into scalable frameworks, actionable insights, and disciplined delivery across markets. The incumbent is expected to influence without formal authority, challenge constructively, and operate as an extension of Group HR leadership.

General Responsibilities

Group HR Business Partnering & Advisory

• Partner with Group HRBPs and senior stakeholders to support the execution of HR strategies aligned with Group priorities and the needs of corporate / enabling functions.
• Act as a thought partner and sounding board to leaders on people, organization, and capability topics, providing data‑driven insights and practical recommendations.
• Ensure alignment between Group HR frameworks and local execution, balancing consistency with business realities.
• The role develops and occasionally delivers presentations in partnership with HR stakeholders to support alignment, understanding, and decision‑making.
• Work closely with HR COEs and local HR teams to ensure effective collaboration, knowledge sharing, and feedback loops.

Talent & Performance Management

• Support and coordinate the annual talent and performance cycle, including performance reviews, talent reviews, succession discussions, and development planning.
• Conduct selective quality reviews (e.g. SMART objectives, calibration outcomes) to strengthen rigor, consistency, and differentiation.
• Partner with leaders and HRBPs to identify and develop key talent and critical capabilities.

Organizational Effectiveness & HR Initiatives

• Contribute to organizational and workforce-related initiatives, including learning needs analysis, incentive design support, and capability-building efforts.
• Support employee engagement and culture initiatives (e.g. Fantree Awards, Inclusive Leadership, YourVoice Survey), reinforcing leadership expectations and Group values.
• Participate in BU‑led and Group‑wide projects, providing HR expertise, structure, and follow-through.
  
  

HR Analytics, Reporting & Insights

• Leverage HR data, dashboards, and tools (e.g. Excel, Power BI, SuccessFactors) to generate insights that inform decision-making, not just reporting.
• Track key people metrics, identify trends and risks, and support leadership discussions with fact-based analysis.
• Contribute to the continuous improvement of HR reporting and analytics practices.

Functional Skills and Knowledge

• 10+ years in HR Business Partnering and/or HR-COE roles,preferably with exposure leading cross country teams 
• Able to work independently and in a matrix organization  
• Demonstrated ability to design and implement process improvements  
• Experience in managing end-to-end transformation projects, including project scoping, execution, and post-implementation monitoring. 
• Strong business acumen and broad exposure on HR processes and solutions 
• Very good project management and change management skills 
• Demonstrate strong analytical and conceptual thinking, combined with a hands‑on, pragmatic execution mindset.
• Operate independently with confidence, exercising sound judgment in complex and ambiguous situations.
• Maintain a strong service and results orientation, with a clear focus on quality, impact, and follow-through.

Education

• Degree in HR or Business Management, combined at least eight years of experience in a business partnering role  
• Professional HR certification (e.g., SHRM-CP, PHR) is a plus

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