HRBP Global Digital and Technology

Overview

HR Business Partner for Cybersecurity and Digital Business Operations within Global Digital & Technology, shaping and delivering the People and Organisation agenda across a geographically dispersed organisation.

What you'll do

• Build a strong understanding of the Cybersecurity and Digital Business Operations strategy, operating environment, workforce and transformation priorities.
• Translate business priorities into a focused People and Organisation agenda with clear outcomes, ownership and measures.
• Act as a trusted partner and constructive challenger to senior leaders, including Vice Presidents and their leadership teams.
• Coach leaders on organisational effectiveness, leadership impact, talent, performance and employee responsibilities.
• Bring an objective and commercially grounded perspective to sensitive or complex people and organisation decisions.
• Ensure leaders remain accountable for the employee experience and people outcomes within their teams.
• Translate business plans into organisation and workforce requirements covering structure, accountabilities, capability, capacity, location and cost.
• Lead organisation design and operating-model interventions, identifying duplication, unclear ownership, organisational friction and unnecessary complexity.
• Partner with Finance and business leaders on workforce and overhead planning.
• Maintain visibility of the employee population, vacancies, workforce movements, critical roles and priority capability gaps.
• Support leaders in making informed trade-offs between cost, capacity, capability and organisational risk.
• Lead the People elements of restructuring, role changes and operating-model evolution.
• Own the talent and succession agenda for the supported organisation.
• Identify critical roles, scarce skills, pivotal talent populations and retention risks.
• Lead robust talent and succession discussions with the leadership team and ensure agreed actions are completed.
• Strengthen the depth and diversity of talent pipelines across teams, functions and geographies.
• Identify the capabilities required for the future Digital and Technology organisation and develop focused plans to close material gaps.
• Partner with Talent and specialist HR teams where enterprise solutions or deeper expertise are required.
• Help leaders establish a high-performance environment with clear expectations, accountability, feedback and development.
• Coach leaders to address underperformance and make fair, evidence-based performance and talent decisions.
• Assess and strengthen leadership-team effectiveness, including purpose, accountabilities, decision rights and ways of working.
• Use engagement and employee insights to identify cultural priorities and organisational risks.
• Reinforce inclusive leadership, trust, collaboration and effective execution across dispersed teams.
• Challenge leadership behaviours or organisational practices that are inconsistent with the desired culture.
• Lead the People and Organisation elements of business transformation and significant organisation change.
• Develop practical change plans covering organisation, roles, talent, capability, culture, communications and employee impact.
• Assess organisational readiness, identify adoption risks and coach leaders to sponsor change visibly and consistently.
• Balance the pace of transformation with organisational capacity and employee experience.
• Work with People Experience and specialist teams on consultation, policy, employee-relations and implementation requirements.
• Work directly with workforce, talent, performance and engagement data to diagnose issues and support leadership decisions.
• Translate data into clear insights, risks and recommended actions rather than reporting activity alone.
• Maintain strong ownership of the supported employee population, locations and workforce information.
• Use enterprise HR systems and People Insights capabilities effectively, maintaining appropriate attention to data quality.
• Coordinate delivery across HR Partners, People Experience, Centres of Expertise, People Insights and other HR teams.
• Combine strategic advice with the willingness to work through detailed data, systems and execution requirements when needed.

What you'll need

• Strong HR Business Partnering experience in a complex, matrixed or globally connected organisation.
• Experience partnering senior business or functional leaders and constructively challenging leadership teams.
• A track record of translating business priorities into practical People and Organisation plans.
• Strong organisation design, workforce planning and organisation-change experience.
• Experience partnering Finance on workforce, cost or overhead decisions.
• Strong capability in talent management, succession planning, performance and leadership development.
• Experience supporting significant business transformation.
• Confidence in working directly with HR systems, workforce data and people insights.
• Experience operating across multiple countries, locations or organisational boundaries.
• The judgement and discretion required to manage sensitive leadership, talent and organisational matters.

Details

• Location: Bangalore, India.
• Business Area: Global Digital & Technology.