Purpose of the Role

The HRBP (Middle East/Asia Pacific) will:

• Act as strategic advisor/partner and primary liaison between company leadership and the HR Department.
• Work primarily with leaders and senior line managers based in Dubai and Singapore to ensure HR activities align with and support their needs.
• Equip and enable leaders in these office locations to handle (most) people matters.
• Translate business strategy and goals into practical workforce plans, talent strategies and organisational designs.

Key Responsibilities

Workforce Planning:

• Help the organisation become future ready by partnering with senior leaders to forecast talent needs based on long-term business goals and department growth targets.
• Help define position requirements, org design adjustments and core competencies needed for future success.
• Re-skilling and up-skilling – support leaders to identify development needs and skill gaps.

Recruitment:

• Act as the ‘first line’ in the recruitment process to ensure candidates have the required behavioural competencies/characteristics that align with the BBE Purpose.
• Act as a strategic advisor during key leadership hiring, interview panels and onboarding orientation for senior team members.
• Agree with hiring managers on hiring strategies including proactive sourcing for anticipated future needs.
• Coach hiring managers on how to assess for behavioural competencies.

Learning and Development:

• Support leaders to conduct skill gap analysis and evaluate departmental requirements to spot performance or capability shortcomings.
• Collaborate with leaders to build targeted professional development, coaching and leadership training programmes.
• Advise line managers on how to support employee career paths, performance calibration and continuous growth.
• Oversee training allocations, manage external learning partners and track return on Investment (ROI) for programmes.
• Promote an environment of continuous learning, employee engagement and high performance across business units.

Employee Relations:

• Coach line managers to handle basic conflicts, performance management and team communications.
• May directly resolve workplace conflicts, grievances, dispute mediation and advise managers on disciplinary actions and policies.

Talent Management / Succession Planning:

• Use data driven tools (9-box grid/4-box grid) to support in the identification of high-potential employees and the creation of individual development plans.
• Evaluate high potential readiness against critical leadership roles.
• Advise on development interventions including rotational assignments, mentoring and leader development programmes.
• Guide managers re long-term thinking about team capability, retirement timelines and building a deep bench strength.
• Monitor pipeline readiness, review progress on employee growth plans and report insights.

Leadership Development:

• Coach local line managers to improve their leadership skills, manage performance and handle everyday people practices effectively.
• Evaluates current leadership capabilities against future business requirements (such as digital transformation) to identify gaps.
• Evaluate return on investment for leadership development programmes and interventions.

Change Management:

• Equip leaders with the tools to communicate strategy, reduce resistance, and maintain morale and engagement during organisational shifts.
• Partner with business leaders to redesign teams and realign structures.

Performance Management:

• Train and guide line managers to conduct effective, transparent feedback sessions and handle difficult performance discussions.
• Advise leadership on high-risk of sensitive performance issues, ensuring fairness, consistency and compliance with employment laws.
• Support leaders in the creation of individual development plans.
• Facilitate calibration meetings.

Team Leadership and Coaching:

• Provide leadership and coaching to direct reports.
• Set clear performance expectations and manage team performance.

Personal skills and behaviours required for success in the role

• Ability to consult and influence (without formal authority).
• Relationship management and interpersonal skills.
• Strategic thinking and critical problem-solving.
• Change management and resilience.  

Skills and experience necessary for success in the role

• 7-10 years progressive HR experience including 3 years + at HR business partner or HR manager level.
• Bachelor’s degree in Human Resources, Business Administration or a related field (MBA or Master’s degree is preferred).
• Proven track record of managing multi-region or company-wide populations.
• Direct experience coaching managers/leaders and mentoring/coaching junior HR teams.
• CIPD (or equivalent) Accredited to Level 7 Advanced Diploma.
• Ideally has experience in an energy trading environment.