Job Description

Roles & Responsibilities

1. Strategic HR Partnership

Act as a trusted advisor to senior leaders, aligning people strategies with business objectives.
Translate business needs into actionable HR solutions and implementation plans.
Lead strategic workforce planning, talent pipeline development, and succession planning.
Support organizational design, transformation, and change management initiatives.

2. Rewards, Compensation & Benefits (Primary Focus)

Lead the annual compensation cycle, including salary review and promotion processes.
Conduct internal pay equity analysis to ensure fairness, consistency, and compliance.
Manage market benchmarking, salary surveys, and job evaluation activities to maintain competitive reward structures.
Design and recommend reward strategies, including short-term incentives, long-term incentives, retention plans, and performance-linked rewards.

3. People Analytics & HR Insights (Primary Focus)

Develop and maintain HR dashboards covering headcount, turnover, hiring, productivity, and workforce health metrics.
Provide data-driven insights and recommendations using trend analysis and predictive analytics.
Lead compensation analytics, salary modeling, and internal benchmarking exercises.
Ensure data accuracy, integrity, and reporting compliance across HR systems.

4. Talent Management & Development

Partner with leaders to identify capability gaps and support individual and team development plans.
Facilitate performance management cycles and ensure consistent application of frameworks.
Support learning, leadership development, and succession initiatives aligned with business needs.
Coach managers on talent development, employee engagement, and performance improvement.

5. Employee Relations & Engagement

Serve as a key point of contact for complex or sensitive employee relations matters.
Promote a positive, inclusive, and high-engagement work environment.
Provide guidance on HR policies, procedures, and best practices.
Partner with managers on conflict resolution, disciplinary actions, and performance issues.

6. HR Governance, Compliance & Processes

Ensure HR practices comply with local labor laws and internal policies.
Lead HR audits, policy reviews, and continuous process improvements.
Implement HR frameworks that support consistency, scalability, and operational excllence

Desired Candidate Profile

Bachelor s degree in Human Resources, Business Administration, Economics, Finance, or a related field

6+ years of progressive HR experience
At least 3 years of experience in an HR Business Partnering or Rewards-focused role
Strong background in Compensation & Benefits and HR Analytics
Hands-on experience with compensation cycles, salary reviews, and pay equity analysis
Experience in salary structure design, job evaluation, and compensation benchmarking
Advanced Excel skills and experience using HRIS and analytics tools
Ability to develop dashboards, reports, models, and forecasts using HR data
Strong understanding of labor laws, HR policies, and compliance requirements
Proven ability to partner with senior leaders and influence key business decisions
Strategic thinking with strong business acumen
Excellent interpersonal, communication, and stakeholder management skills
High integrity with the ability to handle confidential information
Strong analytical mindset with attention to detail
Strong problem-solving skills with a continuous improvement mindset
HR certification (e.g., HRM or equivalent) is preferred

HR Business Partner (Software or IT Industry Experience) Client of Advansys ESC