Talent Business Partner

About the job

To strategically partner with the business to build and execute comprehensive talent strategies, ensuring the organization attracts, develops, and retains the right talent to achieve current and future business objectives.

This role drives excellence in talent acquisition, talent development, and workforce planning.

Key Responsibilities & Performance Metrics

Strategic Talent Planning:

Partner with leadership to forecast talent needs based on business strategy.

Identify skill gaps and help develop plans to address them (e.g., build, buy, or borrow talent).

Guide workforce planning initiatives.

Talent Acquisition & Hiring Strategy:

Collaborate with recruiters to shape hiring plans that align with business needs.

Advise on role scoping, job descriptions, and interview processes.

Monitor time-to-fill, quality of hire, and hiring trends.

Performance Management:

Support the rollout and management of performance cycles (goal setting, reviews, feedback).

Coach managers on how to have effective performance conversations.

Identify and address performance concerns early

Employee Development & Career Growth:

Partner with Learning & Development teams to promote training and upskilling.

Help design career pathing and succession planning frameworks.

Encourage internal mobility and retention strategies.

Organizational Design & Change Management:

Advise on org structure, team design, and role alignment.

Support leadership through reorganizations, M&A, or culture shifts.

Manage the people side of change—communications, transition support, etc.

Employee Engagement & Culture:

Use engagement survey data to drive meaningful improvements.

Act as a culture steward—reinforcing company values and behaviors.

Facilitate team health checks and feedback loops.

Employee Relations & Conflict Resolution:

Act as a trusted advisor for managers and employees.

Mediate workplace issues and ensure fair resolution practices.

Monitor risk and compliance from a people perspective.

Diversity, Equity, Inclusion & Belonging (DEIB):

Partner with DEI teams to integrate inclusive practices into the talent lifecycle.

Coach Leaders on inclusive hiring, promotions, and team dynamics.

Track representation and engagement across groups.

Data-Driven Insights:

Analyze People metrics (turnover, engagement, performance trends).

Present actionable insights to leaders for decision-making.

Measure the impact of talent initiatives on business outcomes.

Leadership Coaching & Development:

Coach senior leaders and managers to improve leadership effectiveness.

Support emerging leader programs and high-potential identification.

Qualifications

Bachelor's Degree in Human Resources, Business Administration, Psychology, or a related discipline. A minimum of Second Class Upper is required.

Master's degree is an added advantage.

Professional HR certification (CIPM, SHRM, HRCI, or equivalent) is preferred.

5–7 years of progressive HR experience, including experience as an HR Business Partner or Talent Business Partner.

Strong knowledge of talent management, performance management, succession planning, organizational development, workforce planning, employee relations, and change management.

Experience supporting senior business leaders and influencing strategic business decisions.

Proficiency in HRIS platforms and Microsoft Office Suite.

Strong analytical, consulting, coaching, communication, stakeholder management, and problem-solving skills.

Must have skills:

HRIS & People Analytics Tools

Learning & Development Methodologies

Performance Management Systems

Organizational Design & Change Management

Talent Acquisition & ATS

Data-Driven Decision Making.

Minimum qualifications

BA/BSc/HND , MBA/MSc/MA , Professional Certificate

How to apply

Interested and qualified? Go to ISN Medical on hris.peoplehum.com to apply

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