Senior Manager HRBP

Job Description Senior Manager, People Partner About Capital A Berhad Capital A Berhad is a diversified investment holding company with strategic interests across travel, logistics, digital platforms, food & beverage, and aviation-related businesses. The Group oversees a portfolio of businesses including Santan, Teleport, Asia Digital Engineering (ADE), AirAsia MOVE, AirAsia Next, AirAsia Ride, IKHLAS and other entities across the Capital A ecosystem. Capital A is also a strategic shareholder in the aviation business, maintaining a vested interest in the continued growth and success of the broader aviation ecosystem. Through active portfolio management, disciplined capital allocation, and strong governance, Capital A aims to maximise long-term shareholder value while enabling innovation and sustainable growth across its businesses. The Role The Senior Manager HRBP reports to the Head of People and serves as a strategic HR partner to leadership teams across a portfolio of subsidiaries within the Capital A group of companies. The role translates business priorities into people strategies, working closely with the Head of People and the HR Centres of Excellence (COE), including Talent, Compensation & Benefits, and People Operations to implement consistent frameworks across the employee lifecycle. The Senior Manager acts as the primary HR point of contact for assigned business units, balancing Group-wide consistency in HR frameworks with the flexibility needed to address each business's specific needs, while championing a high-performance, people-centric culture across the Capital A ecosystem. Key Responsibilities Strategic Business Partnering • Act as a trusted HR advisor to leadership teams across assigned subsidiaries, understanding their business priorities and translating them into actionable people strategies. • Provide insight and challenge to business leaders on organisational design, workforce planning, talent strategy and change management. • Represent the voice of the business in shaping Group-wide HR frameworks, ensuring they remain practical and fit-for-purpose. • Build strong, credible relationships with business leaders, functional heads and employees to enable early identification and resolution of people issues. Employee Lifecycle & Framework Implementation • Partner with the Head of People and COE teams to implement consistent frameworks across the employee lifecycle, from onboarding, performance management and talent reviews to career development, succession planning and offboarding. • Localise and roll out Group-wide HR policies, programmes and initiatives within assigned business units, ensuring adoption and consistent application. • Support the annual performance management cycle, including goal-setting, mid-year and year-end reviews, calibration and talent assessments. • Drive succession planning and talent review processes for assigned business units, identifying critical roles and high-potential talent. Talent Management & Organisational Development • Partner with business leaders to design and implement organisation structures that support business strategy and growth. • Identify capability gaps and work with the Talent COE to design targeted development interventions for assigned business units. • Support workforce planning and headcount management in partnership with business leaders.. • Drive employee engagement initiatives and action planning based on engagement survey results for assigned business units. Change Management & Culture • Support the design and execution of organisational change initiatives, including restructuring, M&A integration and business transformation, within assigned business units. • Champion the Group's culture and values, embedding them into day-to-day people practices and leadership behaviours. • Partner with business leaders to strengthen leadership capability and drive a high-performance, accountable culture. Data, Reporting & Continuous Improvement • Leverage HR data and analytics to identify trends, risks and opportunities within assigned business units, providing insight-driven recommendations to leadership. • Track and report on key people metrics (e.g. attrition, engagement, headcount) for assigned business units to the Head of People. • Identify opportunities to improve HR processes and partner with COE and People Operations teams to drive continuous improvement. Candidate Profile Experience • Minimum 12-15 years of progressive experience in Human Resources, with at least 5 years in an HR Business Partnering capacity. • Proven experience supporting business leaders across the full employee lifecycle, from workforce planning to offboarding. • Strong track record of implementing HR frameworks, policies and programmes designed by centralised COE functions. • Demonstrated experience managing complex employee relations matters and organisational change initiatives. • Experience supporting multiple business units or entities within a Group environment is highly preferred. • Prior experience partnering with senior business leaders (Department Head/CEO level) is an advantage. Qualifications • Bachelor's Degree in Human Resources, Business, Psychology or a related discipline. • Postgraduate qualification in Human Resources, Business Administration or a related field is an advantage.