Human Resources Business Partner

Position Summary The HR Business Partner (Culture & Organizational Development) is a strategic partner responsible for driving business performance through people, culture, and technology. This role partners closely with business leaders across multiple regions to align HR strategies with organizational goals, strengthen leadership capability, foster a high-performance culture, and enhance employee experience. Beyond traditional HR Business Partner responsibilities, this role will serve as a strategic partner in driving AI-powered HR transformation across the organization. The incumbent will collaborate with cross-functional stakeholders to leverage people analytics for data-driven decision-making, implement intelligent HR automation solutions, enhance employee experience through digital innovation, and lead culture and change initiatives that enable organizational agility and sustainable business growth. Key Responsibilities Strategic HR Business Partnering • Partner with business leaders to align people strategies with business objectives. • Act as a trusted advisor to managers on organizational design, workforce planning, talent development, and change management. • Provide strategic HR consultation on workforce planning, organizational effectiveness, and business transformation. • Support leadership in making data-driven people decisions. • Drive organizational capability and leadership effectiveness across global offices. AI & Digital HR Transformation • Able to adopt on AI and digital technologies within HR to improve efficiency and employee experience. • Able to identify and implement automation opportunities across HR processes. People Analytics & Workforce Intelligence • Work with internal team to develop HR dashboards and people analytics reports using tools such as Lark, Excel, or similar platforms. • Monitor and analyze workforce metrics such as, workforce productivity. • Translate HR data into actionable business insights and recommendations. • Support predictive workforce planning and talent forecasting. Performance & Talent Management • Own and execute the end-to-end performance management process, including probation reviews, KPI/OKR alignment, annual performance reviews, promotions, and performance improvement plans (PIPs). • Partner with business leaders to identify and develop high-potential talent. • Execute on succession planning for critical positions. • Design, implement on competency frameworks and career development pathways. • Able to advise and influence managers on performance management and employee development. Organizational Development & Change Management • Design and implement organizational development initiatives to improve business effectiveness. • Support organizational restructuring, workforce optimization, and transformation projects. • Facilitate leadership development and management capability-building programs. • Drive change management initiatives to support business growth and organizational agility. Culture & Employee Experience • Champion the organization's vision, mission, values, and leadership principles across all global offices. • Foster a collaborative, inclusive, and high-performance culture aligned with business objectives. • Design and lead employee engagement, recognition, wellness, and culture-building initiatives. • Manage global onboarding experience to ensure successful integration of new employees. • Organize company-wide engagement activities, leadership town halls, learning events, and internal communication initiatives. • Conduct employee engagement surveys, pulse surveys, and focus groups to gather feedback and improve employee experience. • Collaborate with regional HR teams to ensure a consistent employee experience while respecting local cultural differences. • Leverage AI and people analytics to measure employee engagement, identify organizational trends, and recommend continuous improvement initiatives. • Partner with Marketing and Internal Communications to strengthen employer branding and reinforce company culture. Employee Relations & Compliance • Provide guidance on employee relations matters, conflict resolution, disciplinary actions, and workplace investigations. • Ensure compliance with employment legislation and company policies across multiple jurisdictions. • Support policy development and continuous improvement of HR governance. • Maintain confidentiality and promote fair, consistent HR practices. HR Projects & Continuous Improvement • Able to implement regional and global HR transformation projects. • Drive process optimization and standardization across HR functions. • Collaborate with HR team, and business stakeholders on cross-functional initiatives. • Continuously identify opportunities to improve HR service delivery, employee experience, and operational efficiency. Qualifications Education & Experience • Bachelor's Degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related discipline. • Minimum 5 years of progressive HR experience, including HR Business Partner or HR Generalist roles. • Experience supporting regional or global business functions within multinational organizations. • Experience in fintech, financial services, technology, or other fast-paced industries is preferred. • Proven experience in organizational development, culture transformation, and employee engagement. • Experience leading HR digitalization, AI adoption, or HR technology initiatives is highly desirable. • Fluent in both English and Chinese (spoken and written) is required, with the ability to communicate effectively and build strong relationships with internal and external stakeholders.