HR Business Partner at Experian

Job Description

• The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines. The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines.

HR Business Partnering

• Act as a trusted advisor to business leaders on all HR matters
• Engage and consult with the business to support the implementation of HR focus areas
• Support talent management, succession planning, and workforce planning with a transformation lens.

Reporting

• Monitor HR metrics and provide insights to improve business performance.

Strategy Implementation and compliance

• Engage and consult with the business to support the implementation of HR focus areas
• Identify process and policy improvements
• Ensure HR policies and procedures are consistently applied and compliant with labour laws
• Implementation and review of HR projects.
• Build internal and external networks with HR COEs, line managers and service providers and ensure relevance and credibility of the service provided.
• Advise business lines on all people related issues (people, capabilities, organisation, leadership, culture)
• Support the agreed timelines of the HR department ensuring that the objectives of the HR focus areas are prioritised and adhered to
• Champion DEI initiatives and support inclusive hiring and development practices

Talent Management & Development

• Support performance management processes, including goal setting, reviews, performance moderation and development planning
• Facilitate career development and talent mobility discussions
• Partner with Learning & Development to identify skills gaps and implement training solutions
• Utilise talent development process and tools to provide and develop a diverse talent pipeline through talent reviews and succession processes

Recruitment

• Drive all talent acquisition initiatives to ensure acquisition of suitable talent within business unit
• Provide input into and influence line managers to appoint, place and promote according to the organisations EE plans
• Provide input into the design of job profiles, org structure to include workforce planning activities

Compensation and Benefits

• Advise and monitor annual salary increases, coordination of the incentive process and performance bonus process.
• Advise line on salary benchmarking and salary equity within team

Exit Process

• Provide feedback and recommendations to line and business line head on exit interviews

Retention

• Implementation of retention tools including career counselling and settling-in interviews
• Engage with employees, to assist the line manager with putting retention plans in place

Employee Relations

• Promote a positive work environment through proactive employee engagement strategies
• Manage employee relations issues, including conflict resolution, disciplinary actions, and grievance procedures
• Advise and coach line management on company ER policies and procedures

Change Management

• Support organizational change initiatives, including restructures, culture transformation, and digital HR adoption
• Act as a change agent to drive adoption and minimize resistance

Qualifications

• Bachelor’s degree in human resources, Industrial Psychology, or related field
• Minimum 5 years’ experience as an HR Business Partner
• Strong knowledge of labour legislation and HR Best Practices

Required critical behaviours

• Strategic thinking and execution
• Change management
• Influencing and negotiation
• Data-driven decision-making
• Cultural sensitivity and inclusion
• Teamwork

Required key skills (functional / technical)

• Strategic thinking and business acumen
• Excellent communication and influencing abilities
• Strong interpersonal and relationship-building skills
• Problem-solving and conflict resolution skills
• Proficiency in MS Office