Main Tasks & Responsibilities: 

• Strategic Partnership & Organizational Planning: Act as a trusted advisor to leaders by translating business goals into actionable people initiatives, driving capacity planning, supporting organizational design, and mitigating workforce risks.
• Leadership Coaching & Change Management: Guide managers through performance management, leadership development, and complex employee situations, while leading the human side of organizational transformations and change initiatives.
• Talent Management & Succession Planning: Identify high-potential employees, support career development and internal mobility, and collaborate with the HR L&D team to build robust succession pipelines and future capabilities.
• Employee Relations & Workplace Experience: Advise on labor laws and employee relations, resolve workplace conflicts, analyze engagement trends, and foster a positive, continuous-improvement culture.
• HR Analytics & Compensation Advisory: Leverage workforce metrics (such as turnover, absence, and labor costs) to provide data-driven insights and advise leaders on effective compensation, retention, and reward strategies.

Qualifications & Skills: 

• Education & Experience: Bachelor's or Master's degree in HR, Business, Law, or a related field, with 5+ years of strategic HRBP experience (manufacturing or multinational background is a plus).
• Professional Competencies: Strong business acumen, data analytics skills, and expertise in organizational development, workforce planning, change management, and labor legislation.
• Personal Skills: Excellent communication, relationship-building, and influencing abilities, combined with an autonomous, proactive, and solution-oriented mindset.