About the Role

• 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.

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.

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.

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).

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.

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.

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.

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

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