HR BUSINESS PARTNER

• Partners closely with Business Unit leaders to translate business priorities into actionable people strategies that support growth, efficiency, and long-term performance.
• Provides consultative guidance on people, talent and culture, enabling leaders to make informed and data-driven decisions.
• Leads Business Unit-level talent reviews, succession planning discussions, and workforce planning cycles to identify critical roles, talent gaps, risks, and required interventions.
• Recommends strategies to build leadership pipelines, develop high-potential talent, and strengthen organizational capability.
• Serves as the primary Human Resources account manager for assigned Business Units, ensuring the seamless deployment, adaptation, and reinforcement of Human Resources programs, processes, and policies.
• Collaborates with cross-functional Human Resources teams to customize solutions that address the unique needs of each Business Unit.
• Provides timely insights, feedback, and business intelligence to Human Resources Service Lines to shape and refine Human Resources programs, policies, and tools.
• Ensures that Human Resources offerings remain relevant, value-adding, and aligned with the evolving needs of the business.
• Champions a culture of engagement, inclusion, and high performance by addressing Business Unit-specific people concerns and organizational climate issues.
• Coaches and enables leaders to strengthen team dynamics, resolve issues proactively, and foster a positive and productive work environment.
• Supports the design and execution of change initiatives, organizational restructuring, and capability-building programs within assigned Business Units.
• Ensures smooth transitions by providing leaders and employees with the tools, communication, and support needed to adopt new ways of working.
• Advises leaders and employees on Human Resources policies, labor standards, and employee relations practices to ensure a fair, compliant, and consistent approach across all Business Units.

• Facilitates the resolution of sensitive or complex employee issues in partnership with the Employee Relations team.

• Bachelor's degree in Psychology, Human Resources Management, Business Administration, Sociology, or any related field.
• Progressive track record in Human Resources Business Partnering, Human Resources Operations, Organizational Development, Talent Management, or related disciplines.
• Experience supporting a Business Unit within a multinational company or a large-scale local organization is preferred.
• Strong understanding of core Human Resources processes: recruitment, performance management, learning and development, employee relations, compensation principles, and organizational development.
• Proficiency in data analysis and the ability to translate insights into recommendations (experience with tools such as Microsoft Excel, Microsoft Power BI, or similar analytics platforms is an advantage).
• Knowledge of change management frameworks and organizational effectiveness principles.
• Strong business acumen and the ability to understand the dynamics, constraints, and requirements of different Business Units.
• Excellent communication, facilitation, and stakeholder-management skills.
• Ability to manage ambiguity, lead through influence, and provide thoughtful, objective counsel to leaders.
• High level of integrity, confidentiality, and professionalism.
• Strong critical thinking, problem-solving, and decision-making abilities.

Unilab