Responsibilities

• Partner with hiring managers to define job requirements and develop job descriptions.
• Screen resumes and conduct competency-based and behavioral interviews.
• Ensure strong cultural fit and alignment with organizational values during hiring decisions.
• Support onboarding to ensure a smooth and positive experience for new employees.
• Contribute to the design, execution, and improvement of the performance management system.
• Support managers in setting objectives, performance reviews, and feedback discussions.
• Identify performance gaps and work with relevant stakeholders on improvement plans.
• Coordinate performance calibration processes where applicable.
• Analyze HR needs of business units and propose strategic and operational HR solutions.
• Participate in workforce planning and organizational design initiatives.
• Support change management and organizational development projects.
• Address employee concerns related to motivation, workload, communication, and career development.
• Lead or support employee engagement initiatives and monitor their impact.
• Oversee the complete employee lifecycle—from onboarding to exit processes.
• Mediate workplace conflicts and promote a healthy employee relations climate.
• Strengthen organizational culture, values, and leadership behaviors.
• Ensure compliance with labor laws, internal policies, and disciplinary procedures.
• Deep understanding of HR practices: recruitment, learning & development, compensation, performance management, employee relations.

Requirements:

• Familiarity with labor law and social insurance regulations.
• Knowledge of competency models and change management principles.
• Strong communication, interpersonal, and negotiation skills.
• Conflict resolution and mediation abilities.
• Familiarity with HRIS systems and proficiency in Excel.
• Minimum 3–5 years of HR experience.
• Experience working as an HRBP is mandatory.
• Experience working as an HRBP specifically with Sales and Marketing divisions is a plus.