Description
The People and Organisation Division (POD) partners GovTech’s leaders to build the workforce and organisational capability needed to deliver its mission.
As Director, HR Business Partnering, you will lead the people strategy and HR business partnering delivery for an assigned portfolio of business divisions.
People strategy and senior leadership partnership
- Translate business priorities into a focused people agenda, with clear outcomes, ownership and measures.
- Anticipate workforce and organisational risks, and bring recommendations to leadership decisions early.
- Act as a trusted adviser and constructive challenger to senior leaders.
Workforce planning and organisation design
- Lead workforce reviews and scenario planning with business and practice leaders.
- Shape workforce size, capability mix, deployment and cost in line with delivery priorities and resource constraints.
- Advise on organisation structures, role clarity and decision rights.
Organisation effectiveness and change
- Diagnose issues affecting organisational performance using workforce data, employee insights and business evidence.
- Distinguish gaps in structure, capability, leadership and ways of working before recommending interventions.
- Lead the people dimensions of transformation and restructuring.
Performance, talent and leadership
- Lead robust performance, talent and succession discussions across the portfolio.
- Challenge weak evidence and inconsistent calibration, identify critical talent risks, and drive follow-through on development and succession actions.
- Coach senior leaders through difficult people decisions and strengthen manager accountability.
People judgement and governance
- Provide senior counsel on complex and sensitive employee matters, including performance, conduct, grievances and workforce transitions.
- Ensure recommendations are evidence-based, fair, documented and consistent with applicable policies and requirements.
HRBP team leadership and capability
- Set priorities, allocate capacity and establish clear standards for advice, responsiveness and delivery.
- Coach HRBPs to diagnose business needs, influence stakeholders and exercise independent judgement.
- Manage team performance and development.
Integrated HR delivery and improvement
- Work with POD centres of expertise to deliver portfolio priorities.
- Establish clear ownership and effective handoffs, resolve delivery gaps and simplify recurring workflows.
Requirements
- At least 15 years of progressive HR experience, including substantial experience partnering senior leaders in a complex organisation and a demonstrated record of leading and developing HRBP teams.
- Evidence of translating business strategy into workforce and organisation decisions, with measurable improvements in organisational performance or people outcomes.
- Depth in workforce planning, organisation design, change management, performance and talent management, supported by sound generalist HR judgement.