HRBP Manager

Industry: Banking

Job Summary

Our client, a leading commercial bank, is seeking an experienced and business-oriented HRBP Manager to partner closely with business leaders and drive strategic people initiatives across the organization.

The HRBP Manager will act as a trusted advisor to management, supporting workforce planning, talent management, employee engagement, organizational effectiveness, performance management, and change initiatives. The role is responsible for aligning HR strategies with business objectives while ensuring a high-performing and engaged workforce.

This position plays a critical role in strengthening leadership capability, workforce productivity, talent retention, and organizational culture across the Bank.

Main Responsibilities

Strategic Business Partnership

• Partner with business leaders to understand organizational goals and workforce requirements.
• Provide HR advisory support on people-related matters, organizational challenges, and workforce planning.
• Align HR initiatives with business strategies and operational priorities.
• Support leaders in driving organizational performance and employee effectiveness.
• Act as a trusted advisor on employee and management matters.

Talent Management & Succession Planning

• Support talent identification, succession planning, and leadership development initiatives.
• Collaborate with business units to identify critical talent gaps and development needs.
• Drive talent review and performance calibration processes.
• Support career development and internal mobility programs.
• Monitor talent retention risks and recommend appropriate interventions.

Performance Management

• Facilitate performance management processes across assigned business functions.
• Coach managers on performance evaluation, feedback, and development planning.
• Support performance improvement initiatives and employee development plans.
• Ensure consistency and fairness in performance management practices.
• Promote a high-performance culture aligned with business objectives.

Employee Relations & Engagement

• Build strong relationships with employees and management teams.
• Address employee concerns and support conflict resolution processes.
• Drive employee engagement initiatives and action plans.
• Monitor workforce sentiment and recommend improvement strategies.
• Support organizational culture and employee well-being programs.

Organizational Development & Change Management

• Support organizational restructuring and workforce transformation initiatives.
• Facilitate change management programs and communication strategies.
• Assist leaders in managing organizational changes effectively.
• Support workforce productivity and organizational effectiveness initiatives.
• Promote continuous improvement and innovation within the workforce.

HR Analytics & Workforce Planning

• Analyze workforce metrics including turnover, headcount, engagement, and productivity.
• Provide data-driven insights to support management decision-making.
• Support annual manpower planning and budgeting exercises.
• Monitor workforce trends and recommend strategic actions.
• Prepare HR reports and dashboards for senior management review.

Main Requirements

• Bachelor's degree in Human Resources, Business Administration, Management, Psychology, or a related field.
• Minimum 8–12 years of progressive HR experience, including HR Business Partnering experience.
• Strong knowledge of talent management, employee relations, performance management, and organizational development.
• Experience supporting business leaders within a banking or financial services environment is highly preferred.
• Strong stakeholder management and influencing skills.
• Excellent communication, coaching, and problem-solving abilities.
• Strong analytical skills with experience utilizing HR data for decision-making.
• Good understanding of Cambodia Labor Law and HR best practices.

Preferred Profile

• Experienced HR Business Partner from a commercial bank or financial institution.
• Strong track record of partnering with senior leaders to deliver business and people outcomes.
• Skilled in talent management, workforce planning, and organizational development.
• Strong interpersonal and relationship-building capabilities.
• Strategic thinker with a hands-on approach to execution and problem-solving.
• Comfortable working in a fast-paced and evolving business environment.

Success Measures (12–18 Months)

• Improved employee engagement and retention within assigned business functions.
• Successful implementation of workforce planning and talent management initiatives.
• Strong partnership and satisfaction from business leaders.
• Improved performance management effectiveness and leadership capability.
• Reduced employee relations issues and increased organizational stability.
• Successful delivery of organizational change and transformation initiatives.
• Increased alignment between HR strategies and business objectives.