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.