We are SGS – the world’s leading testing, inspection and certification company. We are recognized as the global benchmark for quality and integrity. Our 93,000 employees operate a network of 2,600 offices and laboratories, working together to enable a better, safer and more interconnected world.
An HR Business Partner (HRBP) aligns people strategies with business goals by partnering with leaders and employees to improve organizational effectiveness, workforce capability, and employee experience. This role provides strategic and operational HR support across talent, performance, employee relations, engagement, and change management.
· Partner with business leaders to translate business plans into workforce and people priorities (e.g., org design, workforce planning, capability building).
· Coach leaders on performance management, feedback, and employee development; support goal setting and calibration processes.
· Provide guidance on employee relations matters (e.g., policy interpretation, investigations support, conflict resolution) while ensuring consistent, fair practices.
· Lead and support change management initiatives (restructures, process changes, culture shifts) including communications and stakeholder alignment.
· Use HR and business data to identify trends (turnover, engagement, diversity metrics, absenteeism) and recommend interventions.
· Support talent management activities: succession planning, high-potential identification, talent reviews, and development planning.
· Partner with Talent Acquisition to support hiring plans, candidate selection, and onboarding effectiveness.
· Drive employee engagement actions; facilitate listening sessions, focus groups, and follow-through plans.
· Ensure compliance with labor laws and internal policies; escalate risks appropriately and maintain documentation.
· Collaborate with HR COEs (Comp & Benefits, L&D, HR Operations) to deliver programs and resolve cases efficiently.
· Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field (or equivalent experience).
· 3–7 years of progressive HR experience, including direct partnership with leaders.
· Working knowledge of employee relations, performance management, talent practices, and HR policy application.
· Experience supporting organizational change and advising leaders through complex people situations.
· Strong communication, consultation, and stakeholder management skills.
· Ability to analyze data and translate insights into practical recommendations.
· Proficiency with HRIS and common productivity tools (e.g., Microsoft 365).
· HR certification (e.g., SHRM-CP/SCP, HRCI PHR/SPHR) or local equivalent.
· Experience in a matrixed environment and/or supporting multiple business units.
· Knowledge of compensation fundamentals and job architecture concepts.
· Exposure to labor relations or regional employment law relevant to the role’s location.
Key Competencies
· Business acumen and strategic thinking
· Consulting and influencing
· Conflict resolution and sound judgment
· Change leadership and resilience
· Data literacy and problem solving
· Confidentiality and ethics
· Collaboration across functions