Jobs

Job Description

1. Role Purpose

The HR Business Partner – MMR will act as a strategic HR partner to the MMR business, working closely with the Regional Business Head and functional leaders to align people strategy with business objectives.

The role will be responsible for workforce planning, talent management, employee engagement, performance management, leadership development, employee relations, organisation effectiveness and HR operations, while ensuring a strong people culture across projects and offices in the MMR region.

The HRBP will serve as the single-point HR interface for the MMR leadership team, translating business requirements into effective people solutions and driving HR initiatives that improve productivity, employee capability, retention and business performance.

2. Key Responsibilities

A. Strategic HR Business Partnering

Partner with the MMR Regional Business Head and leadership team to understand business priorities, growth plans and people requirements.
Develop and execute the regional HR strategy and annual people plan aligned with business objectives.
Provide data-driven HR insights and recommendations to business leaders.
Act as a trusted advisor to leadership on organisation, talent and people-related matters.
Drive HR interventions to support business growth, project mobilisation and organisational transformation.
B. Workforce Planning & Manpower Management

Drive annual and project-wise manpower planning and budgeting in partnership with business leaders.
Ensure timely deployment of manpower across projects, functions and locations.
Monitor manpower productivity, vacancies, attrition and manpower cost.
Identify opportunities for manpower optimisation, rationalisation and redeployment.
Partner with Talent Acquisition for timely closure of critical positions.
C. Talent Acquisition & Leadership Hiring

Work closely with Talent Acquisition teams to identify and close critical talent requirements.
Drive hiring of key positions across Projects, Sales, CRM, Marketing, Land Acquisition, Finance, Legal, MEP, Planning and other functions.
Ensure quality of hire and alignment of new hires with business and cultural requirements.
Build talent pipelines for critical and future leadership positions.
Support internal mobility and succession planning.
D. Performance Management

Drive the annual goal-setting, KRA/KPI and performance management process for the MMR region.
Ensure alignment of individual objectives with business and project goals.
Facilitate performance reviews and calibration discussions.
Identify high performers, critical talent and performance improvement cases.
Partner with managers to improve performance and accountability.
E. Talent Management & Succession Planning

Identify Hi-Potentials, critical talent and successors for key positions.
Develop and maintain succession plans for critical roles.
Facilitate individual development plans and career progression.
Partner with the L&D team to design capability-building interventions.
Support leadership development and talent reviews.
F. Employee Engagement & Culture

Drive employee engagement initiatives across MMR projects and offices.
Build a strong employee experience throughout the employee lifecycle.
Conduct pulse surveys, stay interviews and engagement interventions.
Identify employee concerns and develop action plans.
Promote the organisation’s values, culture and leadership behaviours.
Drive communication and engagement initiatives during organisational changes.
G. Employee Relations & Grievance Management

Act as an escalation point for employee relations matters.
Address employee grievances fairly, objectively and promptly.
Partner with business leaders to maintain a positive and productive work environment.
Ensure adherence to HR policies and applicable labour laws.
Handle sensitive employee matters with confidentiality and professionalism.
H. HR Operations & Compliance

Ensure effective implementation of HR policies and processes across the MMR region.
Monitor employee lifecycle processes including onboarding, transfers, promotions, confirmation and exits.
Ensure compliance with statutory and company requirements.
Review HR MIS and dashboards covering manpower, attrition, hiring, productivity and employee movements.
Maintain accurate and timely HR data for business reviews.
J. Project HR & Site HR

Partner with Project Heads and site leadership on people-related requirements.
Support mobilisation and demobilisation of project teams.
Ensure effective HR support at project sites.
Build strong connect with employees working across geographically distributed locations.
Drive HR initiatives consistently across corporate office and project locations.
K. Change Management

Support organisational restructuring, new project launches, acquisitions, expansion and other business transformation initiatives.
Lead people communication and change-management interventions.
Help leaders manage organisational transitions effectively.
Build employee understanding and adoption of new processes and ways of working.