SUMMARY:
The Strategic HR Business Partner is a critical advisor to the business, working directly with leadership to shape and implement people strategies which drive business outcomes within a consulting services organisation.
POSITION INFO:
ROLE DESCRIPTION
Strategic Human Resource Partnering
- Act as a trusted advisor to business leaders, aligning people strategies with organisational goals across leadership, capability, culture, and organisational effectiveness.
- Apply a diagnostic and analytical mindset to identify root causes of people and organisational challenges, recommending tailored, strategic interventions.
- Shape and implement scalable, future-ready HR solutions in partnership with COEs and external consultants, ensuring integrated and contextually relevant delivery.
- Influence enterprise-wide initiatives by embedding strategic HR thinking and championing company culture, values, and leadership behaviors.
Total Rewards Strategy & Compensation- Support the development, implementation, and regular review of Total Rewards strategies to ensure competitiveness, effectiveness, and alignment with business goals.
- Conduct market benchmarking and compensation/benefit surveys; maintain updated grading and salary structures.
- Drive employee engagement through surveys, analysis, and targeted initiatives to sustain and improve engagement scores.
- Educate stakeholders on reward principles and ensure alignment between compensation practices and desired behaviors.
- Oversee a competitive, equitable Total Rewards strategy aligned with business goals and market benchmarks.
- Ensure remuneration structures support performance, leadership behaviors, and pay equity.
- Drive innovative recognition programs to boost motivation and retain top talent.
Talent Management, Training & Development- Lead implementation of talent and succession strategies to attract, develop, and retain key talent aligned with current and future business needs.
- Drive career management, training, and development initiatives, ensuring alignment with workforce planning and organisational capability goals.
- Oversee succession planning and talent pipeline tracking to build long-term sustainability and leadership readiness.
- Provide expertise on organisational design and workforce planning to support business growth and agility.
Compliance, Governance, Risk Management & Reporting- Develop and implement HR processes and risk management strategies to ensure governance, regulatory compliance, and operational integrity.
- Monitor and report key HR risks, driving proactive mitigation and accountability across teams.
- Oversee training on compliance requirements and ensure timely submission of internal and external HR reports.
Transformation & Stakeholder Management- Support execution of transformation strategies and related policies to advance organisational goals.
- Build strong stakeholder relationships and implement engagement plans to enhance HR’s strategic advisory role.
- Strengthen HR’s capability to drive change and meet evolving business needs.
Organisational Development, Change & Performance Management- Drive organisational design and change initiatives aligned with business strategy, ensuring readiness through communication, consultation, and capability building.
- Lead the implementation and continuous improvement of performance management systems, fostering a high-performance culture and alignment with strategic goals.
- Champion a strong Employee Value Proposition (EVP) to support talent attraction, engagement, and retention.
- Represent HR in business projects, embedding change management processes and enabling smooth, sustainable transitions.
Budget Management, Systems & HR Insights- Contribute to HR budget planning and ensure effective utilisation, monitoring variances, and supporting audit processes.
- Enhance HR systems and processes for efficiency and improved employee experience.
- Leverage HR data to deliver actionable insights on workforce trends, engagement, and attrition, enabling data-driven decision-making.
- Stay informed on emerging HR technologies to future-proof organisational capabilities.
REQUIREMENTS- Post Graduate Degree in Human Resources Management / Organisational Psychology
- A relevant business degree with HR Experience commensurate with experience requirements would be preferable.
- 8+ years of progressive HR experience with strong exposure to strategic HR partnering.
- Demonstrated ability to develop and implement fit-for-purpose HR frameworks in a complex and fast-paced environment.
- Strong business acumen and ability to translate business strategy into people initiatives.
- Exceptional relationship-building and stakeholder management skills.
- Proven experience influencing and advising senior leadership teams.
- Ability to think systemically, navigate ambiguity, and problem-solve effectively.
- Experience in consulting or environments with matrixed or dynamic structures is advantageous.
