Job Title

Job Summary:The People & Culture Partner is responsible for partnering with key business leaders to provide strategic and operational advice, while supporting employees and management across the business. This role includes day-to-day HR activities such as employee relations, performance management, training, recruitment and general HR advice. The People & Culture Partner will proactively identify HR requirements within their business groups and work collaboratively with the colleagues in HR team (People partners, Strategic HRBP’s , Talent Acquisition and other members of the P&C team to develop and implement HR initiatives and build capability across the function )Key responsibilitiesProvide end-to-end HR Business Partnering support across the employee lifecycle (onboarding to exit), combining strong HR generalist capability with subject-matter expertise in Employee Engagement, Performance Management, Talent Management, and Learning & Development.Act as a trusted advisor to employees and leaders, proactively delivering expert guidance on a broad range of people matters, including salary benchmarking, employee relations, and engagement initiatives.Coach and advise leaders on employment-related matters, ensuring decisions are aligned with applicable legislation, HR policies and procedures, and relevant industrial frameworks.Lead and facilitate performance management, disciplinary, and grievance processes, ensuring fairness, consistency, and compliance with company policy and legal requirements.practices, translating insights into proactive risk mitigation and people strategies.Lead and contribute to HR projects and change initiatives, supporting continuous improvement of HR processes and delivering business-aligned outcomes.Partner with business leaders to drive Talent Acquisition strategy and execution across the Group, Business Units, and locations, in collaboration with the Talent Acquisition COE, ensuring timely fulfillment of critical capability and workforce needs.Lead and institutionalize the People Leadership Development journey, working closely with the Learning & Development COE to build current and future leadership capability aligned with business priorities.Strong experience in policy review and development, ensuring HR policies are aligned with business needs, compliance requirements, and best practices.Proficient in compensation administration and management, including salary benchmarking, performance-linked rewards, and pay-for-performance programs, partnering with business leaders to drive fairness and retention.Demonstrated capability in building and leveraging people and business dashboards, analyzing data to generate insights, and presenting clear, prescriptive recommendations to HR and business leadership to enable informed, data-driven decisions