HRBP People & Culture

Job Description

The HR Business Partner – People & Culture is responsible for shaping, embedding, and sustaining the organisation’s culture , driving employee engagement, and serving as a trusted advisor to business leaders on people-related matters. This role ensures employees feel connected, recognized, and motivated while helping to build a positive, inclusive workplace aligned with Gamma Mobility’s values

The role focuses on employee experience, culture transformation, leadership effectiveness, and change management , while working collaboratively with other HRBPs and the People Operations team.

This role partners closely with the respective owners of recruitment, learning delivery, performance system administration, or core HR operations to ensure a seamless employee experience.

Roles and Responsibilities

Culture & Values Integration

Drive the adoption and lived experience of the organisation’s values and behavioural framework.

Design and implement culture initiatives that reinforce accountability, inclusion, and performance excellence.

Embed culture into leadership practices, employee programs, and internal communications.

Act as culture ambassador across the business.

2. Employee Engagement & Experience

Own the employee engagement strategy, surveys, and action planning.

Partner with leaders to address engagement gaps and improve employee sentiment.

Design initiatives that enhance employee experience across the employee lifecycle (excluding operations execution).

Monitor retention trends and recommend culture-led interventions.

3. Employee Relations & Advisory

Serve as the primary HR advisor to managers on employee relations matters.

Guide leaders through grievance handling, disciplinary actions, performance conversations, and conflict resolution.

Ensure consistent, fair, and values-aligned people decisions.

Partner with People Operations for execution and documentation of ER cases.

4. Leadership & Manager Capability (Non-L&D)

Support leaders in strengthening people leadership and managerial effectiveness.

Coach managers on feedback, team engagement, change leadership, and communication.

Partner with HRBP – Performance & Learning on leadership development needs and themes (without owning delivery).

5. Change Management & Organisational Effectiveness

Lead the people-side of change initiatives (restructures, new ways of working, culture shifts).

Conduct impact assessments and stakeholder analysis for change programs.

Support leadership communication and adoption of change initiatives.

6. DEI & Workplace Wellbeing

Drive diversity, equity, and inclusion initiatives aligned with company strategy.

Promote psychological safety, wellbeing, and respectful workplace practices.

Partner with Operations and L&D on wellbeing programs and awareness.

7. HR Collaboration & Governance

Partner closely with :

HRBP – Talent Acquisition on employer branding and onboarding experience.

HRBP – Performance & Learning on performance culture and development priorities.

People Operations Manager on policy implementation, ER documentation, and compliance.

Provide insights to HR leadership on culture risks, people trends, and engagement data.

Ensure alignment of people practices across the HR function.

Requirements

Bachelor’s degree in Human Resources, Psychology, Business, or related field.

Minimum of 5 years of HR experience, with strong exposure to HRBP, employee relations, or culture roles.

Demonstrated experience in culture transformation and change management.

Strong understanding of labour laws and employee relations best practices.

Key Skills

Strong influencing and stakeholder management skills

High emotional intelligence and conflict management ability

Excellent communication and facilitation skills

Strategic thinking with practical execution capability

Data-informed decision-making

Discretion and integrity

Key Performance Indicators

• Employee engagement score and participation rate
• Voluntary attrition rate
• ER case resolution quality and turnaround time
• Manager effectiveness and satisfaction scores
• Culture adoption and values alignment indicators
• Change initiative adoption success rate

Benefits