KEY ROLES & RESPONSIBILITIES 

• Strategic HR Business Partnering
• Act as the primary HR point of contact for the assigned department, providing trusted advisory support to leadership.
• Partner with departmental leaders to translate business strategy into people, workforce, and capability plans.
• Support organizational design, workforce planning, and succession planning initiatives for the department.
• Provide data-driven insights on people trends, risks, and opportunities to inform decision-making.
• Operational HR Support
• Deliver end-to-end HR operational support including employee lifecycle management, performance processes, and exits.
• Ensure consistent application of HR policies, procedures, and employment practices within the department.
• Manage day-to-day employee relations matters, providing fair, timely, and compliant resolution.
• Support managers with disciplinary, grievance, and performance improvement processes.
• Performance & Talent Management
• Drive the execution of performance management cycles within the department, ensuring clarity of goals, feedback, and accountability.
• Coach managers on effective people management, employee engagement, and performance conversations.
• Support talent reviews, development planning, and succession pipelines.
• Partner with Managers to support recruitment aligned to departmental workforce plans.
• Culture, Engagement & Change
• Champion Pesapal’s values and culture within the supported department.
• Support the implementation of engagement initiatives and action plans to improve employee experience.
• Support organizational change initiatives and transformation programs.
• Enable change management initiatives related to growth, restructuring, or transformation.
• HR Compliance
• Ensure compliance with local labor laws, internal policies, and regulatory requirements.
• Oversee employee relations matters, ensuring fair, consistent, and compliant resolution
• Support HR reporting, people analytics, and continuous improvement initiatives.
• Partner with HR colleagues to deliver consistent and efficient HR services.

Qualifications 

• Bachelor’s degree in human resources, Business Administration, Psychology, or related field.
• Professional HR certification (CHRPK, CIPD, or equivalent) is an added advantage.
• 5+ years’ experience in a HR generalist role, providing full-spectrum HR support to a business unit.
• Strong knowledge of labor laws and HR best practices within a regulated environment is an advantage.