HR Business Partner - Medical Services

A. Overall Purpose Of The Job (Brief description of the primary purpose of this position)

The Human Resources Business Partner (HRBP) Manager works in close partnership with country and business leaders to shape, develop and deliver HR strategies, plans and solutions aligned with organizational objectives and business priorities.

The role operates as a trusted advisor and HR subject matter expert, providing strategic and operational leadership across the full scope of human resources including employee relations, talent development, workforce planning, performance management, reward, engagement, and compliance with local labor regulations. The incumbent contributes to driving a high-performing, inclusive and values-driven culture that enables sustainable business performance.

B. Key Responsibilities (Critical responsibilities and skills of this position, listed in order of importance)

Human Resource Management

• Manage the full spectrum of HR operations and business partnering for assigned business units. 
• Partner with senior leaders to align HR strategies with business goals, operational requirements and growth plans. 
• Ensure that HR policies, practices and procedures are consistently implemented in compliance with local labor laws and International SOS standards. 
• Act as a trusted advisor to leaders on employee relations, industrial relations, performance management and people risk matters. 
• Support HR-related requirements for tenders, new business initiatives and organizational changes where applicable. 
• Contribute to business profitability through effective HR budgeting and control of employee-related costs.

Talent Development & Retention

•  Oversee 30-60-90 processes to ensure a positive and compliant employee experience. 
• Champion talent management initiatives including succession planning, talent reviews, leadership development and capability building. 
• Work with Group Learning & Development and local stakeholders to implement relevant learning pathways and development programs. 
• Recommend and implement employee engagement and retention strategies aligned with business and cultural objectives.

Compensation, Benefits & Performance Management

• Manage HR operations related to payroll coordination, salary reviews, incentive programs and reward cycles in partnership with Compensation & Benefits teams. 
• Conduct or support salary benchmarking exercises and advise leaders on market-competitive remuneration decisions. 
• Ensure the effective implementation of the performance management framework, including goal setting, reviews and development planning. 
• Support leaders in managing performance issues and building high-performing teams.

Employee Relations, Engagement & Culture

• Maintain positive employee relations through proactive engagement, coaching of managers and early intervention on people issues. 
• Lead or support culture, values, change management and engagement initiatives including employee surveys, wellbeing programs, diversity & inclusion and recognition initiatives. 
• Promote a positive, inclusive and high-performance workplace culture aligned with company values. 
• Support leaders in leveraging HR systems and people data to proactively manage teams.

People Analytics & Reporting

• Develop and maintain HR dashboards and people metrics to provide insights on workforce trends, risks and opportunities. 
• Prepare monthly and ad-hoc HR reports for management and regional stakeholders as required.

Leadership, Governance & Projects

• Lead, coach and develop direct reports to ensure delivery of high-quality HR services. 
• Promote and comply with all International SOS policies, procedures and corporate values. 
• Participate in HR projects, continuous improvement initiatives and other reasonable duties as assigned by the line manager.

Occupational Health & Safety (OH&S)

• Promote a positive safety culture and ensure compliance with OH&S policies and regulatory requirements. • Ensure participation in required OH&S training, risk assessments, audits and incident reporting. 
• Act as a role model by demonstrating safe work behaviours and integrating OH&S into people management practices.

C. Job Profile

Required Skills and Knowledge (Brief description of technical knowledge or skills needed to perform the job)

•    Human Resources Management
•    Employee and Industrial Relations
•    Compensation & Benefits
•    Performance and Talent Management
•    HR Information Systems and People Analytics
•    Teamwork, collaboration and stakeholder management

Required Competencies (Critical behaviours necessary to successfully perform the job)

•    Strong Human Resources and labor law knowledge
•    Business acumen and influencing skills
•    Effective communication and relationship building
•    Analytical and critical thinking
•    Adaptability and accountability
•    Leadership and people development
•    Time and priority management

Required Work Experience (Brief description of the job-related experience needed to perform the job)

•    Minimum 5-7 years Human Resources experience as generalist with deep knowledge and understanding of labor law
•    Experience working in a matrix or multi-stakeholder environment

Required Qualifications (Brief description of the educational background needed to perform the job)

•    Degree qualified in Human Resources related field
Required Languages (Brief description of the language skills needed to perform the job)
•    English. 
Travel / Rotation Requirements (Brief description of any travel or rotation requirements)
•    As per business requirements. 

This job description outlines the types of responsibilities the incumbent is required to perform.

The incumbent may be required to perform job related tasks other than those specifically presented in this job description.