HR Business Partner at Rhizome Consulting

Job Summary

• The HR Business Partner will collaborate closely with departmental leaders to translate business priorities into effective people strategies. S/he will support talent planning, leadership development, performance optimisation, organisational design, and change management. The role requires strong advisory capabilities, an understanding of workforce dynamics, and the ability to influence senior decision-makers.

Responsibilities

• Partner with senior leaders to align HR strategies with organisational priorities and performance objectives.
• Lead talent planning, workforce capability development, succession planning, and organisational effectiveness initiatives.
• Provide strategic HR advisory on organisational design, role restructuring, and competency development.
• Drive performance management cycles, compensation planning processes, and change management activities.
• Support leadership coaching, employee engagement, and culture-building interventions.
• Collaborate with HR centres of excellence to deliver seamless HR operations and people analytics insights.
• Champion initiatives that strengthen employee experience, workforce productivity, and organisational cohesion.
• Monitor HR metrics and recommend data-backed improvements to support decision-making.

Educational Qualifications

• Bachelor’s degree in Human Resources, Industrial Relations, Business Administration, or related field; a Master’s degree is an added advantage.
• Professional HR certifications such as CIPM, SHRM-CP/SCP, CIPD, or equivalent are strongly preferred.

Knowledge, Skills & Experience

• Minimum of 8 years’ experience as an HR Business Partner within complex, matrixed organisations.
• Strong background in talent strategy, organisational development, performance management, and workforce planning.
• Training in change management, organisational development, or leadership coaching is a plus.
• Demonstrated ability to partner with senior leaders and navigate complex organisational structures.
• Strong knowledge of HR analytics, compensation frameworks, and performance enablement systems.
• Excellent interpersonal, communication, and conflict-resolution skills.
• Experience supporting senior leadership teams and navigating organisational change.
• Demonstrated ability to translate business needs into people-focused solutions.