Senior HR Business Partner, Human Resources

Requirements

• 10-14 years of HR experience, with exposure to HR Business Partnering, Talent Acquisition, or Corporate HR.
• Ability to handle both strategic inputs and operational execution in a fast-paced environment.
• Experience with Workday HRIS administration preferred.
• Strong analytical skills with ability to generate insights from HR data.
• Good communication and stakeholder management skills.
• Ability to manage multiple priorities and work under tight timelines.
• Experience in financial services and/or multi-geography environments (preferred).
• Proficiency in Microsoft Office (Excel, PowerPoint, Word).
• Master's degree in human resources or equivalent.
• Analytics certification (desirable).
• Willingness to work from office five days a week.
• Stay informed on CITIC CLSA Job Opportunities
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Benefits

Additional Information

Key Areas of Responsibilities Partner with business leaders and functional stakeholders to support alignment of HR strategies with business objectives. Provide both strategic inputs and hands-on HR support across key areas including talent, performance, and employee relations. Support workforce planning through manpower forecasting and execution of cost-effective hiring strategies. Manage end-to-end recruitment processes, ensuring timely hiring of high-quality talent. Oversee and execute the employee lifecycle, including onboarding, engagement, performance management, development, and exit processes. Track attrition trends and contribute to the development and implementation of retention strategies. Administer HRIS (Workday) and ensure accuracy, integrity, and upkeep of employee data. Prepare and maintain HR analytics and dashboards (headcount, attrition, etc.) to support decision-making. Conduct market benchmarking and support compensation planning and policy updates based on insights. Assist in designing and implementing compensation structures in line with market benchmarks. Draft, review, and support implementation of HR policies and procedures in line with compliance requirements. Ensure adherence to statutory requirements, labor laws, and corporate governance norms. Support internal and external audits for HR and payroll processes, including statutory audits. Contribute to employer branding initiatives to strengthen talent attraction and retention. Support organizational development and change management initiatives as required. Drive and support diversity, equity, and inclusion (DEI) initiatives. Collaborate with and support the development of HR team capability through knowledge sharing and mentoring.

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