Human Resources Business Partner (Technology Cluster)

About the role

The HR Business Partner translates business strategy into measurable people and performance outcomes for the assigned Business Unit, segment or function, acting as the single point of integration between HR and the business. For the Technology cluster, the HRBP also acts as the strategic people partner to the Chief Digital & Technology Officer on the digitalization, data and AI agenda. The role supports the Group's ASCEND 2026 to 2030 strategy and its pillars of Execution Excellence, Nurturing People and Partnerships, and Digitalization and Innovation.

Key responsibilities

• Co-create the Business Unit People Strategy and shape organizational design, workforce planning and future skills requirements, including a rolling multi-year plan for digital, data, AI and cyber capabilities
• Partner with the CDTO to evolve the Technology and Digital operating model and talent models for experimentation
• Move performance management toward performance enablement using outcome-based OKRs, continuous feedback and productivity analytics, and coach line managers and team leaders
• Own the talent agenda: quarterly talent reviews, succession planning, reskilling and upskilling, and a Technology and Digital skills baseline with the Britam Institute
• Build employee experience and engagement, run listening sessions, close the loop on survey actions and resolve employee relations issues with the ER, EX and Culture Centre of Excellence
• Lead HR components of transformation and culture change, including workforce impact assessments, reskilling and redeployment plans for AI and automation, and benefits realisation tracking
• Coach the BU leader and team leaders, link learning needs to business strategy, and use people analytics dashboards to inform decisions
• Work with the Centres of Excellence and the HR Hub, and use all HRBP tools consistently

Required profile

• Bachelor's degree in a relevant field; Master's in Human Resource Management or a related field is an added advantage
• Professional HR qualification from a recognized institution; CHRP-K is required
• 5 to 7 years of experience as an HR practitioner, either as an HR generalist or functional expert; broad HR exposure is desirable
• Demonstrated experience partnering with Technology, Digital, Data or Innovation leadership, with a practical understanding of technology talent markets and scarce-skills dynamics
• Experience supporting digital transformation or technology-driven initiatives is an added advantage

Required skills

• Good knowledge of HR best practices, labour laws and employment practices
• Registered member of the Institute of Human Resource Management (IHRM)
• Good coaching capability, influencing skills and excellent communication skills