The role
03Working at the heart of the business and in close partnership with the Corporate HR team, the Senior HR Business Partner provides strategic and hands-on HR support to assigned corporate functions and offices worldwide, within a fast-paced, service-driven hospitality environment. Reporting to the Head of HR, this role partners with senior leaders to translate business priorities into effective people solutions, while ensuring consistent application of Group HR policies, processes, and standards. The Senior HRBP plays a key role in driving performance, engagement, and organisational effectiveness in a complex, international organisation where operational excellence, agility, and customer focus are critical.
01Act as the primary HR partner for assigned corporate functions, providing strategic advice and operational HR support aligned with business objectives;
02Equip leaders with the tools, frameworks, and guidance required to effectively manage their teams in line with Group values and people policies;
03Partner with senior leaders to support workforce planning and organisational needs, ensuring capabilities and capacity are aligned with current and future business requirements;
04Collaborate closely with Talent Acquisition and hiring managers to define recruitment needs and support delivery of hiring plans in line with agreed KPIs;
05Drive performance and accountability by supporting the implementation of the Group performance management framework, including goal setting, evaluation cycles, and manager capability building;
06Support talent management processes within the business perimeter, including talent reviews, identification of high-potential employees, succession discussions, and development actions, in coordination with the Head of HR and relevant Centers of Expertise;
07Advise managers on employee relations matters, ensuring fair, consistent, and compliant people decisions;
08Support change management and organisational initiatives by assessing people impact, supporting leaders through transitions, and ensuring clear and effective communication;
09Contribute to key HR cycles such as annual compensation reviews, talent reviews, and employee engagement initiatives;
10Work closely with HR Operations, Payroll, and HRIS teams to ensure smooth execution of HR processes and digital tools;
11Participate in global HR projects and initiatives, contributing business insight and supporting effective local implementation;
12Conduct exit interviews, analyse turnover trends, and contribute to retention and engagement actions within the business perimeter.
