Human Resources Business Partner

Role Purpose

TAC Security is seeking a proactive and business-oriented HR Business Partner (HRBP) to partner with business leaders and employees in driving people strategy, organizational effectiveness, employee engagement, and a high-performance culture.

The role requires a strong combination of strategic HR partnering and hands-on execution, with responsibility for workforce planning, performance management, employee relations, talent development, engagement, organizational development, and HR operations.

Key Responsibilities

1. Strategic HR Business Partnering

• Partner with business and functional leaders to understand business priorities, organizational challenges, and workforce requirements.
• Translate business objectives into effective people and HR strategies.
• Act as the primary HR partner for assigned business functions.
• Advise managers on people management, team effectiveness, employee engagement, retention, and organizational development.
• Provide HR insights and recommendations to leadership to support business decisions.
• Build strong relationships with employees and managers across different levels of the organization.

2. Workforce Planning & Organization Design

• Partner with leadership on annual and quarterly manpower planning and headcount requirements.
• Support organizational restructuring, reporting-line changes, role creation, and workforce optimization.
• Work with Talent Acquisition teams to ensure critical positions are identified and filled within defined timelines.
• Support succession planning and identification of critical roles and high-potential employees.
• Assist leadership in defining clear roles, responsibilities, KRAs, and organizational structures.

3. Performance Management

• Drive goal-setting, performance reviews, appraisals, and periodic performance discussions.
• Partner with managers to establish measurable KRAs/KPIs aligned with business objectives.
• Identify performance gaps and support managers in implementing appropriate corrective actions.
• Manage Performance Improvement Plans (PIPs) and associated documentation.
• Promote a culture of continuous feedback, accountability, recognition, and high performance.

4. Employee Relations

• Act as a trusted point of contact for employee concerns and workplace matters.
• Manage employee grievances, disciplinary matters, attendance concerns, behavioural issues, and workplace conflicts.
• Guide managers on appropriate employee relations practices and documentation.
• Support processes involving warning letters, show-cause notices, disciplinary actions, and other corrective measures.
• Ensure employee matters are handled professionally, consistently, confidentially, and in accordance with company policies.

5. Employee Engagement & Retention

• Conduct regular employee connects, HR 1:1s, skip-level discussions, and engagement initiatives.
• Identify employee concerns and potential attrition risks proactively.
• Partner with managers to develop retention strategies for critical and high-performing talent.
• Drive employee recognition, engagement, and culture-building initiatives.
• Analyze employee feedback and recommend actionable improvements.

6. Talent Management & Development

• Identify capability and skill gaps in partnership with functional leaders.
• Support Individual Development Plans (IDPs), leadership development, and career progression initiatives.
• Identify high-potential employees and support succession planning.
• Partner with Learning & Development teams on functional, technical, managerial, and leadership training requirements.
• Facilitate internal mobility and career-development opportunities.

7. Employee Lifecycle Management

• Ensure a seamless employee experience from onboarding through confirmation, development, internal movement, and separation.
• Monitor probation periods and ensure timely confirmation or extension decisions.
• Manage promotions, designation changes, transfers, compensation revisions, and organizational movements.
• Conduct structured exit interviews and analyze reasons for employee turnover.
• Coordinate separation, knowledge transfer, clearance, and exit processes with relevant stakeholders.

8. HR Operations & Compliance

• Ensure consistent implementation of HR policies and processes across assigned business functions.
• Coordinate with Payroll, Finance, IT, Administration, Talent Acquisition, and other teams on employee-related matters.
• Monitor attendance, leave, employee documentation, payroll inputs, and HRMS data.
• Maintain accurate and confidential employee records.
• Support HR audits and internal compliance requirements.
• Ensure adherence to applicable employment laws, statutory requirements, and company policies.

9. HR Analytics & Management Reporting

• Track key HR metrics including headcount, attrition, retention, absenteeism, hiring, performance, and employee engagement.
• Prepare HR dashboards and periodic reports for senior management.
• Use workforce data to identify trends, risks, and improvement opportunities.
• Provide actionable insights to leadership for better people-related decision-making.

10. Culture & Change Management

• Champion TAC Security's values and promote a culture of innovation, ownership, collaboration, accountability, and high performance.
• Support leadership during organizational transformation and change initiatives.
• Drive effective communication and employee adoption of new HR policies, systems, and organizational initiatives.
• Partner with leaders to strengthen managerial effectiveness and employee experience.

Qualification & Experience

• MBA/PGDM/Master's degree in Human Resources, Business Management, or a related field.
• 8-12 years of progressive HR experience, preferably with significant exposure to an HRBP or HR Generalist role.
• Experience in Cybersecurity, SaaS, IT, Technology, Consulting, or a high-growth organization is strongly preferred.
• Demonstrated experience partnering with senior managers and business/function heads.
• Experience working with geographically distributed or global teams would be an advantage.

Key Skills & Competencies

• Strong HR Business Partnering skills.
• Excellent stakeholder and relationship management.
• Employee relations and conflict-resolution expertise.
• Performance and talent management.
• Workforce planning and organizational development.
• Strong understanding of HR policies and employment practices.
• Excellent written and verbal communication.
• Analytical and data-driven decision-making.
• Ability to handle confidential and sensitive employee matters.
• Strong execution and problem-solving skills.
• Ability to operate effectively in a fast-paced, dynamic, and evolving cybersecurity environment.