Human Resources Business Partner
Role Summary
The HR Business Partner (HRBP) is a hands-on and strategic role responsible for aligning business objectives with employees and management in designated business units. The HRBP is a critical partner in driving organizational effectiveness, managing the entire employee life cycle, ensuring operational excellence, and supporting a culture of high performance and engagement, particularly in a highly regulated manufacturing environment.
Key Responsibilities:
Manpower Planning & Budgeting:
- Manage and optimize manpower budgets while being responsible for strategic planning that anticipates future needs and supports rapid growth.
Compensation & Benefits and Compliance
- Provide oversight for payroll, consolidating and providing accurate, timely input (e.g., attendance, leave, variable pay, overtime) for payroll processing
- HR Systems & Processes: Ensure the site's HR policies, procedures, and practices are in full compliance with all relevant local, state, and labour laws and regulatory requirements (e.g., labour codes and relevant Acts).
Performance & Talent Management
- Lead the implementation and execution of the annual Performance Management System (PMS), including goal setting, mid-year reviews, performance improvement plans, and year-end appraisals for the defined businesses.
Training and Development
- Coordinate and track or build systems for all mandatory GMP and Regulatory compliance training and Environmental, Health, and Safety training for all site personnel.
- Collaborate with department heads to identify functional training needs and coordinate the delivery of necessary skill-building programs.
Employee Engagement, Culture, and Communication
- Design and execute employee engagement initiatives, recognition programs, and employee well-being activities to foster a positive, motivating, and inclusive work environment.
- Manage the implementation of company recognition programs to reward high performance and reinforce core values.
- Draft, manage, and distribute official internal communications related to HR policies, organizational changes, and site announcements.
End-to-End Employee Life Cycle Management & HR Operations
- Oversee and execute all stages of the employee life cycle, from onboarding (including new hire orientation) through transfers, promotions, and offboarding processes (exits, terminations).
Audit and Regulatory Support
- Act as a key resource during internal quality audits, customer audits, and external regulatory inspections
- Ensure comprehensive HR documentation, training records, and organizational data required to demonstrate compliance with quality systems and labor standards.
Ideal Candidate:
- Master's in human resources with 7 to 10 years of progressive HR experience, with at least 3 years of operating as an HR Business Partner, preferably within the Pharmaceutical, Biologics, or a similarly regulated manufacturing industry.
- Proven leadership skills with a proven ability to coach, inspire, and enable a high-performing culture.
- Strong organizational, communication, and problem-solving abilities.
- A proactive, hands-on approach and a meticulous attention to detail.
- Proven track record of linking HR strategies to measurable business outcomes, such as accelerating program timelines, improving manufacturing yield, or reducing critical talent attrition.
- Must thrive in a fast-paced, high-stakes environment where decisions must balance scientific rigor with patient urgency and investor expectations.
