People Business Partner (Employee Relations Focus)

Charterhouse Limited; Hong Kong; On-site; HKD 700,000 - 1,000,000; Full time

Job summary

Charterhouse Limited in Hong Kong seeks a People Business Partner focused on employee relations to connect daily operations with the employee experience. You will forecast headcount needs, monitor workload, and partner with leaders to keep teams resilient and engaged.

You will coach managers, advance cross-functional collaboration with Talent Acquisition, and drive continuous improvements in people processes to sustain high performance and well-being.

Qualifications

• 8+ years of experience in HR, People Operations, HRBP, or related role.
• People-first mindset focusing on relationships, growth, and support.
• Observational and analytical skills to spot trends and link friction to needs.
• Proactive problem solver who anticipates challenges and acts.
• Strong communication and empathy to build trust across departments.
• Strategic thinking balancing empathy with business realities.

Responsibilities

• Observe demand trends with teams to forecast hiring needs ahead of capacity limits.
• Design onboarding and employee journeys to deliver a best-in-class experience.
• Coach managers on workforce planning and collaborate with Talent Acquisition for hiring timelines.

Skills

Workforce planning

Empathy & people skills

Observational analysis

Proactive problem solving

Communication

Strategic thinking

Job description

People Business Partner (Employee Relations Focus)

Your mission is to bridge employee experience with operational momentum. By staying closely connected to teams, you will anticipate workload spikes, spot burnout risks early, and proactively partner with team leaders to determine headcount needs and capacity planning well before resources become stretched thin.

Key Responsibilities

Proactive Workforce & Capacity Planning

• Observe & Track Demand Trends: Regularly spend time with functional teams to understand their day-to-day work rhythm, pain points, and emerging operational bottlenecks.
  
• Anticipate Headcount Needs: Analyze workload velocity, project pipelines, and team capacity to forecast hiring needs in advance, ensuring teams scale seamlessly before hitting capacity limits.
  
• Workload & Stress Monitoring: Identify signs of overutilization or shifting project demands early, helping team leads reallocate resources or restructure workflows to sustain healthy performance.
  

Employee Experience & Culture

• People-Centric Partnership: Serve as a trusted, accessible partner for team members at all levels, cultivating an environment where employees feel heard, valued, and supported.
  
• Employee Feedback Loops: Gather continuous qualitative feedback through regular check-ins, focus groups, and workplace observation to drive meaningful improvements in workplace culture.
  
• Onboarding & Employee Journey: Design and refine employee touchpoints from onboarding through growth milestones to ensure an exceptional end-to-end employee experience.
  

Leadership Coaching & HR Operations

• Manager Consultation: Coach team leaders on workforce planning, capacity management, empathetic leadership, and proactive team health checks.
  
• Cross-Functional Collaboration: Partner closely with Talent Acquisition to ensure job requisitions and hiring timelines align seamlessly with anticipated headcount forecasts.
  
• Continuous Process Improvement: Use observations and workforce data to propose workflow enhancements, policy updates, and employee well-being initiatives.
  

Qualifications & Skills

• Experience: 8+ years of experience in HR, People Operations, HRBP, or a dedicated People Experience role (experience scaling teams in fast-paced environments is a plus).
  
• People-First Mindset: Genuine passion for building relationships, supporting human growth, and fostering positive, high-performing team environments.
  
• Observational & Analytical Skills: Keen ability to observe workplace dynamics, spot subtle trends, and connect daily operational friction to broader strategic/headcount needs.
  
• Proactive Problem Solver: Self-starter who looks ahead, anticipates challenges before they arise, and takes initiative to implement practical solutions.
  
• Communication & Empathy: Exceptional active listening skills and strong interpersonal communication to build trust across all departments and seniority levels.
  
• Strategic Thinking: Ability to balance empathy with business realities, turning workforce observations into actionable hiring and resource strategies.