HR Business Partner (HRBP - L&D)

Job Description

1. Strategic Business Partnership & Capability Planning

• Partner with Business Leaders: Collaborate closely with Heads of Departments and Line Managers to understand business strategies, key challenges, and workforce capability requirements.
• Strategic Training Needs Analysis: Conduct deep-dive business and competency gap analyses to translate business strategies into actionable capability-building roadmaps.
• Strategic Skills & Talent Mapping: Develop and maintain dynamic Skills Matrices, competency models, and succession planning frameworks to build future-ready teams.

2. L&D Strategy, Solution Design & Facilitation

• End-to-End L&D Architecture: Design, curate, and oversee high-impact learning solutions (in-house, external, digital/e-learning) tailored to address critical business and performance gaps.
• High-Performance & OD Initiatives: Lead and support Organizational Development (OD), culture transformation, and business improvement programs that foster a high-performance continuous learning culture.
• Internal Facilitation & Coaching: Deliver strategic in-house workshops/leadership programs and consult with external partners to acquire best-in-class learning solutions.

3. Talent Management, Succession & Retention

• Succession & Leadership Pipeline: Integrate L&D programs with talent reviews to accelerate the development of High-Potentials and critical roles.
• Retention & Engagement: Leverage learning pathways and career development initiatives as key drivers for employee engagement and staff retention.

4. Governance, Compliance & Impact Evaluation

• Learning ROI & Impact Measurement: Establish clear KPIs and evaluation frameworks (e.g., Kirkpatrick Model) to measure the business impact, efficiency, and ROI of L&D initiatives.
• Budget & Compliance Oversight: Oversee the annual L&D budget allocation based on strategic priorities. Ensure all statutory, mandatory, and regulatory competence requirements are strictly met and continuously updated.

Job Qualification

• Bachelor’s degree or higher in Human Resources, Organizational Development (OD), Business Administration, Psychology, or related fields.
• Minimum 3–5 years of progressive experience in HRD, Learning & Development, Talent Management, or Organizational Development.
• Exceptional public speaking, storytelling, and executive presentation skills. High confidence in stage control, audience engagement, and articulating complex ideas clearly to all organizational levels.
• Strong communication and interpersonal skills, with the ability to work effectively with people at all levels within the organization.
• Strong analytical and problem-solving skills.