Experian
Job Description
The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines. The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines.
HR Business Partnering
Act as a trusted advisor to business leaders on all HR matters
Engage and consult with the business to support the implementation of HR focus areas
Support talent management, succession planning, and workforce planning with a transformation lens.
Reporting
Monitor HR metrics and provide insights to improve business performance.
Strategy Implementation and compliance
Engage and consult with the business to support the implementation of HR focus areas
Identify process and policy improvements
Ensure HR policies and procedures are consistently applied and compliant with labour laws
Implementation and review of HR projects.
Build internal and external networks with HR COEs, line managers and service providers and ensure relevance and credibility of the service provided.
Advise business lines on all people related issues (people, capabilities, organisation, leadership, culture)
Support the agreed timelines of the HR department ensuring that the objectives of the HR focus areas are prioritised and adhered to
Champion DEI initiatives and support inclusive hiring and development practices
Talent Management & Development
Support performance management processes, including goal setting, reviews, performance moderation and development planning
Facilitate career development and talent mobility discussions
Partner with Learning & Development to identify skills gaps and implement training solutions
Utilise talent development process and tools to provide and develop a diverse talent pipeline through talent reviews and succession processes
Recruitment
Drive all talent acquisition initiatives to ensure acquisition of suitable talent within business unit
Provide input into and influence line managers to appoint, place and promote according to the organisations EE plans
Provide input into the design of job profiles, org structure to include workforce planning activities
Compensation and Benefits
Advise and monitor annual salary increases, coordination of the incentive process and performance bonus process.
Advise line on salary benchmarking and salary equity within team
Exit Process
Provide feedback and recommendations to line and business line head on exit interviews
Retention
Implementation of retention tools including career counselling and settling-in interviews
Engage with employees, to assist the line manager with putting retention plans in place
Employee Relations
Promote a positive work environment through proactive employee engagement strategies
Manage employee relations issues, including conflict resolution, disciplinary actions, and grievance procedures
Advise and coach line management on company ER policies and procedures
Change Management
Support organizational change initiatives, including restructures, culture transformation, and digital HR adoption
Act as a change agent to drive adoption and minimize resistance
Qualifications
Bachelor’s degree in human resources, Industrial Psychology, or related field
Minimum 5 years’ experience as an HR Business Partner
Strong knowledge of labour legislation and HR Best Practices
Required critical behaviours
Strategic thinking and execution
Change management
Influencing and negotiation
Data-driven decision-making
Cultural sensitivity and inclusion
Teamwork
Required key skills (functional / technical)
Strategic thinking and business acumen
Excellent communication and influencing abilities
Strong interpersonal and relationship-building skills
Problem-solving and conflict resolution skills
Proficiency in MS Office
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