People Partner, Brunei

JOB DESCRIPTION

JOB DESCRIPTION

Job Title: People Business Partner

Reporting Line: General Manager, People Management

Department: People Management

Branch: Inchcape Brunei

Salary Band: Band 6

JOB SUMMARY

The People Business Partner (PBP) supports the management team in delivering people strategies, workforce planning, talent management, employee relations, organizational effectiveness, and governance initiatives across Inchcape Brunei.

The role partners with business leaders and managers to translate business priorities into practical people solutions that enhance workforce capability, organizational performance, employee engagement, and leadership effectiveness. The PBP acts as a trusted advisor to leaders, supports the execution of People Management priorities, and drives compliance with people processes, policies, and governance standards.

The role operates within the specialised functional operating model and requires skillful communication and collaboration to balance the needs of the stakeholders. These stakeholders include business leaders, Regional Centres of Excellence (COEs), and Shared Services to ensure consistent and effective delivery of people initiatives and programs.

DUTIES AND RESPONSIBILITIES

1. Day-to-Day Operations

• Partner with the General Managers and people managers to provide human resources solutions to build the right culture that is aligned with high performance and Inchcape values and expectations.
• Build effective working relationships with business leaders and managers to understand operational priorities, workforce requirements, and organisational challenges.
• Provide guidance and support on workforce planning, talent management, employee relations, performance management, organisational effectiveness, and people-related matters.
• Partner with the People Services, Centres of Excellence & Well-being community to ensure effective delivery of employee lifecycle processes, including recruitment, onboarding, employee movements, engagement initiatives, and employee exits.
• Support leaders in workforce decisions, organisational planning, succession planning, employee development, and change initiatives.
• Monitor workforce metrics and identify opportunities to improve organisational effectiveness and business performance.

2. Action Oriented

• Drive implementation of people initiatives that support business growth, workforce capability, organisational readiness, and operational excellence.
• Proactively identify workforce risks and partner with leaders to implement practical solutions.
• Support organisational change initiatives and workforce transformation activities.
• Coordinate and execute assigned people projects and business improvement initiatives.
• Support business readiness activities for new business ventures, OEM launches, restructures, and strategic growth initiatives.

3. Adaptability

• Respond effectively to evolving business priorities and organisational requirements.
• Support leaders and employees through organisational change and workforce transitions.
• Adapt people interventions and solutions to suit varying business needs and operating environments.
• Continuously seek opportunities to improve employee experience, workforce effectiveness, and people processes.

4. Communication

• Build credibility and maintain effective working relationships across all levels of the organisation.
• Facilitate workforce discussions, talent reviews, succession planning discussions, calibration sessions, and engagement action planning.
• Provide clear, practical, and commercially focused advice to leaders and managers.
• Prepare workforce reports, presentations, and people insights to support decision-making.
• Effectively communicate people initiatives, policy updates, and organisational changes.

5. Customer Focus / Quality

• Deliver responsive, professional, and value-adding People Management support.
• Promote a positive employee experience through effective partnership with leaders and employees.
• Ensure fairness, consistency, professionalism, and confidentiality in handling people-related matters.
• Support the embedding of Inchcape values, culture, and leadership expectations.
• Ensure people solutions align with both business requirements and governance expectations.

6. Time and Task Management

• Effectively manage multiple priorities and stakeholder expectations.
• Ensure timely completion of people initiatives, workforce planning activities, talent reviews, and engagement action plans.
• Maintain accurate documentation, records, and reporting requirements.
• Monitor action plans and ensure agreed deliverables are completed within expected timelines.
• Escalate risks, issues, and dependencies appropriately.

QUALIFICATION REQUIREMENTS

Education & Experience

• Bachelor's Degree in Human Resources, Business Administration, Management, Psychology, or a related discipline.
• Minimum 5-8 years of progressive Human Resources/People experience, including Business Partnering, Employee Relations, Talent Management, Workforce Planning, Organisational Development, or Change Management.
• Demonstrated experience partnering with business leaders and influencing people-related decisions.
• Experience managing employee relations matters and supporting organisational change initiatives.
• Experience within automotive, retail, distribution, service, or commercial environments is advantageous.

Acquired Skills

• Strong business and commercial acumen.
• Workforce planning and organisational effectiveness capability.
• Talent management and succession planning knowledge.
• Employee relations and employment law expertise.
• Stakeholder management and influencing skills.
• Workforce analytics and reporting capability.
• Change management and project coordination skills.
• Strong communication, facilitation, and presentation skills.
• Problem-solving and decision-making capability.
• High level of professionalism, integrity, and confidentiality.

Licensure

• Professional HR certification (e.g. CIPD, SHRM, AIHR) is an advantage.
• Valid driving licence preferred.

KEY SUCCESS MEASURES

• Effective partnership with business leaders and managers.
• Strong compliance with People Hub and people management processes.
• Timely resolution of employee relations matters.
• Improved workforce capability, engagement, and organisational effectiveness.
• Successful delivery of workforce planning, talent, and succession initiatives.
• Effective implementation of people programs, governance requirements, and change initiatives.
• Positive contribution to business performance through people-focused interventions.