HR Business Partner (Middle East/Asia Pacific)

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