P&CBP - People & Culture Business Partner

What You'll Do A successful People & Culture Business Partner will partner with business leaders, managers, and employees to drive core People & Culture processes, strengthen employee engagement, support employee lifecycle activities, and ensure consistent application of people practices aligned to business needs and organizational policies. Responsibilities Policy Awareness & Guidance – Drive awareness and understanding of People & Culture policies and processes among employees and managers. Provide timely guidance to ensure adherence, consistency, and clarity across the organization. Regularly support review and updates of internal SOPs and policy documents. • Employee Engagement & Connects – Conduct regular employee connects, manager interactions, and leadership sessions to understand employee concerns and improve engagement. Plan and execute engagement activities in collaboration with the People & Culture team to build a positive work environment. • Performance Management – Support performance management processes, including goal setting, performance reviews, and calibration. Guide managers on process expectations and best practices to ensure fairness, clarity, and timely completion of performance cycles. • Rewards & Recognition – Drive reward and recognition initiatives and support optimal utilization of approved budgets. Promote peer-to-peer recognition through available tools and programs to strengthen a culture of appreciation. • Employee Relations & Grievance Handling – Manage employee grievances and workplace concerns with sensitivity, confidentiality, and professionalism. Provide practical guidance and counselling support to employees and managers to help resolve issues effectively. • Exit Management – Support employees and managers through exit processes, ensuring smooth, timely, and compliant completion of exit formalities while maintaining a positive employee experience. • Compliance & Training – Drive completion of mandatory compliance trainings within defined timelines. Partner with business teams to support adherence to statutory, regulatory, and organizational requirements. • Reporting – Maintain accurate organization structures, span of control data, and People & Culture documentation. Prepare reports, trackers, and presentations for leadership and business reviews as required. • Leadership & Stakeholder Engagement –Facilitate leadership connects and People & Culture process or tool orientations for business leaders. Partner with stakeholders to align People & Culture initiatives with business priorities. • Early Warning – Support proactive identification of risks related to attrition, engagement, performance, and employee concerns. Work with managers to identify corrective actions and follow through on agreed plans. • New Hire Integration – Conduct new employee orientation sessions and new hire connects to ensure smooth onboarding, integration, and early engagement within the organization. • Internal Talent Movement – Manage Internal Job Posting processes for key roles, ensuring a transparent, timely, and business-aligned process for internal talent movement. What You Will Need to be Successful: MBA or postgraduate qualification in Human Resources or a related field preferred. 4 to 6 years of total work experience, including relevant HR Business Partner or People & Culture Business Partner exposure. Strong understanding of People & Culture processes including employee relations, employee engagement, performance management, onboarding, exits, and policy guidance. Good communication skills with the ability to interact effectively with employees, managers, and cross-functional stakeholders. Ability to handle sensitive employee matters with confidentiality, professionalism, and sound judgement. Strong organizational and coordination skills with attention to detail. Ability to work in a fast-paced environment and manage multiple priorities. What You May Need to be Successful: Experience handling employee lifecycle processes in a dynamic business environment. Demonstrated success in supporting engagement initiatives, compliance trainings, employee relations matters, and performance management cycles. Collaborative approach with strong stakeholder management and follow-through skills. Proficiency in Microsoft Office and HR or People & Culture systems. Ability to work predominantly office-based schedules, including night shift requirements, where applicable to the business. We have great people here and are looking for more. Come join us! Follow us: Facebook Instagram LinkedIn X YouTube Equal Employment Opportunities at First Advantage First Advantage is an equal opportunity employer. We are committed to providing a workplace and recruitment process that is free from unlawful discrimination, harassment, and retaliation. Employment decisions at First Advantage are based solely on qualifications, merit, and business needs. We do not discriminate in any aspect of employment on the basis of race, color, national origin, ancestry, citizenship, religion, creed, sex, gender identity, gender expression, sexual orientation, marital or family status, pregnancy, age, physical or mental disability, medical condition, genetic information, veteran or military status, or any other characteristic protected by applicable law.