HRBP Manager

Job Title
Manager People & Culture

Job Purpose

• The role is responsible for supporting and executing the organisation’s People & Culture strategy by ensuring HR programmes, policies, and initiatives are aligned with business goals. It contributes to building a high-performance culture through effective talent management, employee engagement, compliance, and operational HR excellence. The role collaborates with business leaders and cross-functional teams to ensure HR practices drive organisational success and sustain long-term workforce development.

Scope of the Role

• Supports People & Culture activities across all assigned markets and functions, ensuring consistent HR processes, cultural alignment, and oversight of people initiatives that reinforce organisational values, compliance, and performance.

Key Responsibilities

• Collaborate with business leaders to align People & Culture initiatives with organisational objectives and enhance workforce productivity.
• Provide operational and tactical HR leadership to ensure people plans and programmes are executed effectively and support business goals.
• Champion diversity and inclusion initiatives to reinforce a multicultural, inclusive, and values-driven culture.
• Oversee manpower planning and recruitment processes to sustain a high-quality and diverse talent pipeline.
• Partner with the Head of Talent Management to support performance management, Individual Development Plans (IDPs), succession planning, and other talent processes.
• Collaborate with Learning & Development teams to refine and implement capability-building programmes aligned with organisational priorities.
• Serve as a key point of contact for employee relations matters, providing guidance on disciplinary cases, formal hearings, and policy adherence.
• Foster a positive work environment by supporting initiatives that enhance morale, productivity, and retention.
• Contribute to engagement and retention strategies aligned with organisational culture and values.
• Streamline onboarding processes to ensure seamless integration and early engagement of new hires.
• Manage HR reporting, performance dashboards, budget oversight, and corrective actions as required.
• Ensure full compliance with employment laws, regulations, and internal HR policies.
• Continuously improve HR processes to enhance efficiency, accuracy, and employee experience.
• Lead change initiatives, ensuring effective communication, adoption, and alignment across teams.
• Cascade organisational vision and strategy to employees, fostering commitment, understanding, and motivation.
• Stay updated on labour regulations to ensure compliance across all HR processes and policies.
• Leverage HR analytics and dashboards to support data-driven decision-making and organisational insights.
• Implement HR frameworks, tools, and reporting structures in alignment with internal governance requirements.
• Support localization of HR programmes and ensure alignment of diversity and inclusion initiatives with regional and corporate objectives.

Education, Experience and Qualifications

• Bachelor’s degree in Human Resources or a related field; Master’s degree preferred.
• 8–10 years of HR experience, ideally within restaurant, retail, F&B, or multi-unit environments.
• Proficiency in HRIS systems and digital HR tools.

Skills and Competencies

• Strong knowledge of HR practices, employment laws, and talent management frameworks.
• Strong business acumen with understanding of organisational dynamics and industry trends.
• Proficiency in HR analytics, dashboards, and data-driven insights.
• Expertise in leading and supporting change management initiatives.
• Strong collaboration skills with ability to work effectively with cross-functional teams.
• Strong leadership capabilities with ability to coach, mentor, and guide teams.
• Excellent communication skills with ability to simplify and articulate complex concepts.
• High emotional intelligence, self-awareness, resilience, and interpersonal effectiveness.
• Ability to drive execution, prioritise effectively, and convert strategy into actionable outcomes.
• Ability to motivate teams, foster optimism, and drive high performance.
• Strong commercial awareness with ability to translate market insights into HR strategies.
• Strong decision-making skills with ability to consider strategic, operational, and cultural factors.