HR Business Partner (HRBP)

Role Summary

The HR Business Process Improvement Partner will focus on strengthening HR operations by simplifying and improving processes across talent management, performance, reporting, and knowledge systems. The role requires someone with a solid understanding of HR concepts and the ability to execute them effectively, with a hands-on approach to process improvement and consistency.

Key Responsibilities

• Track potential, key employees, and flight risks through structured reporting.
• Support development of the competency framework and skills testing.
• Assist in building clear internal promotion pathways aligned with job grading.

• Execute and refine the performance appraisal process to ensure clarity, fairness, and ease of use.
• Simplify appraisal methods for pawnshop roles where ranking and job titles may not reflect performance.
• Support the implementation and monitoring of OKRs and KPIs.

• Maintain HR dashboards for turnover, absenteeism, time-to-fill, and training effectiveness.
• Capture and structure HR data into databases for workforce planning.
• Provide accurate and timely reports for quarterly reviews and management updates.

• Lead the clean-up and restructuring of HR folders and archives.
• Implement proper access rights to ensure compliance and confidentiality.
• Standardize document storage for better retrieval and long-term knowledge retention.

• Standardize HR processes including hiring, interview structures, feedback, and offer issuance.
• Prepare and maintain SOPs, checklists, and templates for consistent execution.
• Recommend and adopt simpler tools to replace overly complex manual tracking.

• Gather feedback from outlets on HR-related issues.
• Work with the Senior HR Manager to recommend and implement practical improvements.

• Degree/Diploma in Human Resources, Business, or related discipline.
• HR experience in operations, performance management, or HR analytics.
• Hands-on executor with strong follow-through, detail orientation, and problem-solving skills.
• Proficiency in Excel and HR systems; comfortable with data management and reporting.
• Strong interpersonal and communication skills, able to interact across all levels from outlet staff to management.
• Adaptable and eager to contribute to HR improvement programs and projects.