HR Business Partner
HRBusinessPartner
“HR Business Partner at HR Business Partner. Skills: Design and deliver people strategies that drive business performance, Translate business strategy into HR priorities and people plans, Lead workforce planning, organisational design, restructuring and change initiatives, Drive talent identification, succession planning and leadership development, Oversee complex employee relations cases, disciplinary and grievance processes, Use HR metrics and analysis to shape decisions and provide clear insig”
What You'll Achieve.
Employee engagement scores / net promoter score improvements; Voluntary turnover and retention of high-potential talent; Time-to-fill and cost-per-hire for critical roles; Succession coverage for key positions; Completion and effectiveness of change initiatives (on time / budget / targets); Reduction in grievance / disciplinary escalation rates; HR service delivery metrics and stakeholder satisfaction incl. employee surveys
Industry & Context.
analytical skills and ability to translate data into actionable insight
What They're Looking For.
Must Have
7+ years of HR business partner experience or similar strategic HR role, Professional HR qualification ( SHRM, SABPP or equivalent), Broad experience across organisation design, employee relations, talent management and organizational change, Demonstrable track record partnering with senior leaders and influencing at senior levels, knowledge of local labour law and regulatory requirements for the operating location, Proven experience with HRIS and data analytics tools (e.g. , Workday, SuccessFactors, Power BI, Microsoft tools)
Nice to Have
Post Graduate Degree or studies in related field, Experience in a complex, matrixed or fast-paced environment, Industry HR experience relevant to the business unit (e.g. , Refinery, mining, logistics, manufacturing)
What You'll Do.
Partner with senior leaders and business units to design and deliver people strategies that drive business performance.
Combine organisation design
change leadership and workforce planning with data-driven HR insight to enable commercial outcomes and a high-performing
Act as trusted advisor to senior leaders.
Translate business strategy into HR priorities and people plans that enable delivery of commercial objectives.
Lead workforce planning
organisational design
restructuring and change initiatives.
communication and transition activities to minimise business disruption.
Drive talent identification
succession planning and leadership development for key roles.
Partner with managers to build bench strength and retention strategies.
Support implementation of performance management
recognition programmes and reward frameworks that align with business goals.
Oversee complex employee relations cases
disciplinary and grievance processes and ensure compliance with local labour law and company policy.
Work with talent acquisition to define critical hires
hiring strategies and time-to-fill targets for the business.
Identify capability gaps and partner with L&D to design targeted development and leadership programmes.
Use HR metrics and analysis (turnover
productivity) to shape decisions and provide clear insight to business leaders.
Implement and interpret HR policy
ensuring consistent application and advising on policy evolution.
Lead or contribute to cross-functional HR projects (digital HR
Coach managers and leaders on effective people practices & leadership behaviours.
Manage budgets and monitor expenses ensuring expenditure is within approved budgets.
Ensure compliance with all Safety
Environmental and all other applicable regulatory statutes
and all other safety and quality processes for the area of responsibility/work.
and nurture trust and collaborative relationships with internal and external stakeholders.
How You'll Work.
Team & Collaboration
Work effectively as an active and contributing member to achieve team goals.; Implement continuous improvement methodologies across the function, including the coaching and mentoring of junior colleagues to drive human resources & business excellence.; Partner with Human Resources leadership team, broader HR team, Refinery Leadership team, broader employee and supervisory staff of the refinery, Union & shop stewards, All support functions (e. g. Compliance, Internal audits, Legal, Finance, Procurement, etc. ), Glencore HR TSA.; Liaise with Recruitment Agencies, Employee Services agencies, Contractor company HR representatives, Bargaining Council, Department of Labour, all other external bodies linked to compliance, External Auditors.
Communication Scope
communication
Process & Methodology
Lead or contribute to cross-functional HR projects (digital HR, process improvement, employer brand).
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