Senior Manager

Key Responsibilities

Strategic HR Business Partnering – Partner with senior leaders on people strategy, workforce priorities and critical employee matters. Workforce & Organization Effectiveness – Lead workforce planning, organization design, productivity and organization effectiveness initiatives. Talent & Succession – Drive talent reviews, succession planning, leadership pipeline, career development and retention. Performance & Engagement – Lead performance management, talent differentiation, engagement, recognition and culture initiatives. Change & Transformation – Drive HR interventions for business transformation, organizational change and new ways of working. Employee Relations & People Risk – Provide guidance on complex employee matters and ensure effective resolution of people risks. People Analytics – Leverage workforce and people insights to support leadership decisions and improve organizational effectiveness. HR COE Partnership – Integrate with TA, Talent Management, L&D, C&B, HR Operations, ER and Digital HR to deliver business-focused solutions. HR Leadership & Transformation – Identify opportunities to simplify, digitize and improve HR practices and build HRBP capability.

Qualifications & Experience

• MBA / Master’s in Human Resources or related discipline.
• 12–15 years of relevant HR experience, preferably in Technology, Engineering, Digital, Automotive, Manufacturing or global organizations.
• Strong experience in HRBP, workforce planning, talent/succession, performance, engagement and organizational effectiveness.
• Experience in change management, HR transformation and people analytics.
• Strong business partnering, stakeholder management and influencing skills.

Key Competencies

Strategic HRBP | Business Acumen | Workforce Planning | Talent & Succession | Organization Effectiveness | Performance & Engagement | Change Management | Employee Relations | People Analytics | Stakeholder Management | Influencing & Communication | Problem Solving | Continuous Improvement

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