Position:                                 HR Business Partner

Hierarchy Level:                      Professional

Functional Family:                   Human Resources and Legal and Compliance

Sub Function:                          Operative HR Management

 

Job Description

The HR Business Partner supports local sales office operations by combining hands‑on HR business partnering with end‑to‑end recruitment responsibilities. The role advises employees and managers on operational HR matters and supports the local implementation of HR standards, systems, analytics, and initiatives. In parallel, the role partners closely with hiring managers to lead recruitment activities, develop sourcing strategies, build strong external talent pipelines, and support employer branding and recruitment marketing efforts aligned with the company’s MD and business objectives.

 

Job Responsibilities:

• Drive strategic and operational HR initiatives across the assigned scope, aligned with business needs and HR frameworks


• Proactively advise and enable managers on employee lifecycle matters, leadership responsibilities, workforce planning, succession planning, leadership development, employee engagement, retention, and respectful employee separations


• Collaborate with Centres of Excellence (CoEs) and Shared Services to implement and align HR standards, policies, systems, and processes at the local level


• Coordinate and lead HR projects, including automation and digitalization initiatives, to improve efficiency, scalability, and employee experience


• Ensure compliance with labour laws, local regulations, company policies, and internal governance requirements


• Maintain regular communication and effective collaboration with internal and external stakeholders, including management, HR teams, CoEs, and employee representative bodies where applicable


• Contribute to the development and execution of HR strategies and initiatives tailored to local business needs


• Analyse HR key metrics and trends (e.g., headcount, attrition, performance indicators) and develop data‑driven proposals to support continuous improvement and business outcomes


• Lead end‑to‑end recruitment delivery in partnership with hiring managers, including workforce planning, sourcing strategy, candidate selection, onboarding, and respectful offboarding


• Ensure recruitment operations excellence through accurate data management in SuccessFactors (SAP), tracking of key hiring metrics, and preparation of recruitment dashboards and reports to enable data‑driven decision‑making


• Build and maintain strong talent pipelines and and market visibility, acting as a brand ambassador through employer branding, campus recruitment, recruitment marketing, and external talent market engagement


• Leverage HR data and analytics to monitor key HR and talent metrics, identify trends, and propose actionable improvement measures


• Collaborate closely with internal and external stakeholders to contribute to HR strategy development and continuous improvement initiatives at the local or regional level


• Other tasks assigned by superior

 

Qualifications:

 

• Bachelor’s degree in Human Resources, Business Administration, or a related discipline


• 7–9 years of progressive experience in HR Business Partnering and Talent Acquisition, preferably within matrix‑structured, multinational organizations, including fast‑growing or scaling businesses undergoing organizational, cultural, or operational transformation. Experience in the electronic components industry is strongly preferred.


• Demonstrated experience supporting business growth, change initiatives, and transformation programs, such as business expansion, restructuring, operating model changes, system implementations, or new market entry


• Strong hands‑on recruitment experience across sales and commercial roles, as well as technology, technical, and product development positions, within high‑growth or evolving business contexts


• Proven ability to operate effectively in ambiguous, fast‑paced, and evolving environments, balancing strategic priorities with operational execution


• Solid understanding and practical application of competency‑based interviewing, psychometric assessments, campus hiring, diversity hiring, and leadership recruitment, particularly in competitive talent markets


• In‑depth knowledge of local labour laws, employment regulations, and hiring best practices, with experience adapting policies and processes during business change


• Strong stakeholder management capability, with a track record of partnering and influencing senior leaders during periods of growth and transformation


• Excellent spoken and written English communication skills, with the ability to provide clear, pragmatic, and credible HR advice


• Proficiency with HR systems and analytics, with SAP SuccessFactors experience strongly preferred; experience supporting HR digitalization or automation initiatives is an advantage

 

Professional Competencies:

• Analytical skills


• Communication


• Cultural Fit


• Experience


• Initiative


• Personal suitability


• Strategic thinking


• Technical

 

Culture Competencies:

• Become better everyday


• Break new ground


• Champion customers satisfaction


• Demonstrate ownership


• Trust and collaborate