Senior Capability Manager

Job Description

Job Summary

Role Summary

HR Business Partner (Manager) will act as a strategic advisor to business leaders, driving people strategy, workforce effectiveness, and organisational performance. The role balances strategic partnering, talent interventions, and operational execution across the employee lifecycle.

Key Responsibilities

Key Responsibilities 1. Strategic Business Partnering

Partner with business leaders to translate business strategy into people plans and workforce strategies
Drive organisation design, workforce planning, and capability building
Provide data-driven insights on attrition, productivity, and engagement trends
Act as a change agent for business transformation initiatives

2. Talent Management & Workforce Outcomes

Drive performance management, succession planning, and leadership development
Own talent reviews and enable high-potential identification and development
Support hiring strategy and ensure alignment with business demand and skill priorities
Improve key metrics: attrition, time-to-fill, productivity, and talent quality

3. Employee Experience & Engagement

Design and drive engagement interventions (townhalls, connects, feedback loops)
Act as employee advocate while balancing business priorities
Drive EX metrics like ESAT, retention, grievance closure
Enable initiatives aligned with wellbeing, inclusion, and belonging

4. HR Operations & Governance

Ensure effective execution of HR lifecycle processes (onboarding, performance cycles, mobility, exits)
Maintain compliance with policies, audits, and labour regulations
Partner with HR COEs and HR Operations to ensure seamless delivery
Monitor and govern HR KPIs and dashboards

5. Change Management & Transformation

Lead people-side of transformation programs (restructuring, automation, new business models)
Drive communication, adoption, and change readiness

Enable cultural transformation aligned to business priorities

Key Deliverables / Success Metrics

Attrition reduction and retention improvement
Improved employee engagement scores (ESAT)
Leadership capability growth & succession coverage
Improved workforce productivity and utilisation
Seamless execution of HR lifecycle processes
Business satisfaction with HRBP effectiveness
Stakeholder Management
Business Leaders (L2/L3/L4)
HR COEs (TA, L&D, Compensation, EX)
HR Operations / Shared Services
Employees across assigned business unit
Skill Requirements

Skills & Competencies Core Skills

Strategic thinking and business acumen
Data-driven decision making
Employee relations and conflict resolution
Stakeholder management and influencing
Change management and transformation execution

Behavioural Competencies

Strong ownership & accountability
High emotional intelligence
Consultative and problem-solving mindset
Ability to operate in ambiguity

Experience & Qualifications

8–12+ years of HR experience with minimum 3–5 years in HRBP role
Experience supporting mid-to-large business units
MBA / PGDM in HR or equivalent preferred

Other Requirements

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