Full job description

Company Description

Turner & Townsend is a global professional services company with over 22,000 people in more than 62 countries.

Working with our clients across real estate, infrastructure, energy and natural resources, we transform together delivering outcomes that improve people’s lives. Working in partnership makes it possible to deliver the world’s most impactful projects and programmes as we turn challenge into opportunity and complexity into success.

Our capabilities include programme, project, cost, asset and commercial management, controls and performance, procurement and supply chain, net zero and digital solutions.

We are majority-owned by CBRE Group, Inc., the world’s largest commercial real estate services and investment firm, with our partners holding a significant minority interest. Turner & Townsend and CBRE work together to provide clients with the premier programme, project and cost management offering in markets around the world.

Please visit our website: www.turnerandtownsend.com

Job Description

The Human Resources Business Partner (HRBP) acts as a strategic advisor to business leaders, driving people‑focused initiatives that enable organisational performance, workforce capability, and a high‑quality employee experience. This role partners closely with leaders to deliver effective workforce planning, talent management, employee relations, and organisational development.

Lead, manage, and promote people management practices to achieve success through excellent stakeholder relationships and continuous service improvement activities for the region, including but not limited to:

• Coordinating, developing, and implementing HR solutions that address key workforce challenges.
• Using HR knowledge to shape both strategic and operational advice to meet business needs.
• Proactively developing and sustaining relationships across the business to ensure a comprehensive understanding of opportunities and challenges, and identifying people management development opportunities.
• Supporting business units with succession planning.
• Developing and leading best practice across the end‑to‑end employee life cycle.
• Policy development and documentation.
• Reward and recognition strategies.
• Driving retention strategies through strategic human resources business partnering.
• Ensuring appropriate communication at all levels.
• Leading and guiding managers in the resolution of performance and employee relations matters.
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