Verified Job
Recruiter / HR / Admin
AVP HR Business Partner
Recruiter / HR / Admin
#50820
Remote / WFH
NAV Fund Services
Job Description
The AVP - HR Business Partner is a strategic partner to business leadership, responsible for aligning people strategy with business objectives to drive performance, growth, and culture. This role goes beyond traditional HR support to shape organisational effectiveness, build leadership capability, enable workforce transformation, and drive a high-performance, future-ready culture. The AVP HRBP operates as a trusted advisor, challenger, and change leader, leveraging data, insights, and modern HR practices to deliver measurable business outcomes.
The candidate will have responsibilities across the following functions:
Strategic Business Partnership:
• Partner with senior business leaders to co-create and execute a people strategy aligned with business goals.
• Act as a thought partner on organisational design, workforce planning, and capability needs.
• Translate business strategy into actionable HR interventions.
Organisational Effectiveness and Design:
• Drive org design, restructuring, and role clarity to enable agility and scale.
• Diagnose organisational health and implement solutions to improve productivity, collaboration, and efficiency.
• Support business transformation initiatives with people-centric change strategies.
Talent and Leadership Development:
• Build strong leadership pipelines and succession plans.
• Coach leaders on: Performance management, Team effectiveness, Leadership behaviours.
• Partner with L& D to enable capability building aligned to business needs.
Performance and Culture Management
• Drive a high-performance culture through robust performance management practices.
• Embed accountability, feedback, and continuous improvement.
• Act as a custodian of culture, values, and employee experience.
Workforce Planning and Skills Strategy:
• Lead strategic workforce planning aligned to growth and future skills.
• Identify skill gaps and partner to drive reskilling/upskilling initiatives.
• Enable internal mobility and career pathing.
Employee Experience and Engagement:
• Monitor and enhance employee engagement and lifecycle experience.
• Use data (surveys, attrition trends, feedback) to drive targeted actions.
• Champion inclusion, well-being, and belonging initiatives.
Data-Driven HR and Analytics:
• Leverage HR analytics to provide insights, predict trends, and inform decision-making.
• Track and report key HR metrics: Attrition, Productivity, Talent health.
• Build a data-led HRBP capability.
Change Management and Transformation:
• Lead and support large-scale transformation initiatives.
• Drive change adoption and stakeholder alignment.
• Act as a change agent across the organisation.
Governance and Compliance:
• Ensure adherence to HR policies, legal compliance, and risk management.
• Maintain strong governance while enabling business agility.
Expectations from the Role:
• Operate as a strategic advisor, not a transactional HR partner.
• Drive measurable business impact through people interventions.
• Build deep business acumen and industry understanding.
• Use data and insights to influence decisions and outcomes.
• Balance employee advocacy with business priorities.
• Actively shape a future-ready workforce and culture.
• Build credibility as a trusted partner to senior leadership.
The candidate will have responsibilities across the following functions:
Strategic Business Partnership:
• Partner with senior business leaders to co-create and execute a people strategy aligned with business goals.
• Act as a thought partner on organisational design, workforce planning, and capability needs.
• Translate business strategy into actionable HR interventions.
Organisational Effectiveness and Design:
• Drive org design, restructuring, and role clarity to enable agility and scale.
• Diagnose organisational health and implement solutions to improve productivity, collaboration, and efficiency.
• Support business transformation initiatives with people-centric change strategies.
Talent and Leadership Development:
• Build strong leadership pipelines and succession plans.
• Coach leaders on: Performance management, Team effectiveness, Leadership behaviours.
• Partner with L& D to enable capability building aligned to business needs.
Performance and Culture Management
• Drive a high-performance culture through robust performance management practices.
• Embed accountability, feedback, and continuous improvement.
• Act as a custodian of culture, values, and employee experience.
Workforce Planning and Skills Strategy:
• Lead strategic workforce planning aligned to growth and future skills.
• Identify skill gaps and partner to drive reskilling/upskilling initiatives.
• Enable internal mobility and career pathing.
Employee Experience and Engagement:
• Monitor and enhance employee engagement and lifecycle experience.
• Use data (surveys, attrition trends, feedback) to drive targeted actions.
• Champion inclusion, well-being, and belonging initiatives.
Data-Driven HR and Analytics:
• Leverage HR analytics to provide insights, predict trends, and inform decision-making.
• Track and report key HR metrics: Attrition, Productivity, Talent health.
• Build a data-led HRBP capability.
Change Management and Transformation:
• Lead and support large-scale transformation initiatives.
• Drive change adoption and stakeholder alignment.
• Act as a change agent across the organisation.
Governance and Compliance:
• Ensure adherence to HR policies, legal compliance, and risk management.
• Maintain strong governance while enabling business agility.
Expectations from the Role:
• Operate as a strategic advisor, not a transactional HR partner.
• Drive measurable business impact through people interventions.
• Build deep business acumen and industry understanding.
• Use data and insights to influence decisions and outcomes.
• Balance employee advocacy with business priorities.
• Actively shape a future-ready workforce and culture.
• Build credibility as a trusted partner to senior leadership.
