Senior People Business Partner - APAC

As a Senior People Business Partner at Braze, your key responsibilities will revolve around aligning HR practices with business objectives. You will deliver comprehensive support to business leaders and employees, conduct talent planning, and advise on performance management. Additionally, you will manage core HR processes for the APAC region and contribute to initiatives that shape how we support our growing workforce.

To be successful as a Senior People Business Partner at Braze, you should have at least 5 years of HR Business Partner experience, particularly in SaaS/technology environments. A strong working knowledge of HR best practices and employment law in Singapore is essential, with experience in other APAC markets being a plus. Excellent communication skills and proven project management abilities are also vital for this role.

In the Senior People Business Partner role at Braze, you will play a crucial part in fostering employee development by coaching employees on career growth and performance management. You will also partner with leadership to implement talent planning initiatives, identify high-potential talent, and help design programs focused on leadership development and succession planning.

A typical day as a Senior People Business Partner at Braze involves a mix of strategic consultation with leaders and hands-on HR tasks. You may find yourself advising managers on team dynamics, facilitating onboarding processes, and analyzing employee engagement trends, all while ensuring compliance and operational efficiency across the APAC region.

The Senior People Business Partner at Braze plays an integral role in promoting company culture by acting as an employee advocate and trusted advisor. You will help ensure that employee voices are heard, promote diversity and inclusion, and lead initiatives that enhance employee engagement and satisfaction, thus contributing to our collaborative and dynamic workplace.

In your response, highlight specific experiences where you've successfully navigated challenges in a rapidly growing organization. Discuss how you balanced strategic decision-making with tactical execution, providing examples of how you managed competing priorities effectively.

Share your methodology for talent planning, including how you identify high-potential employees, work with leaders to develop succession plans, and ensure that the talent pipeline aligns with the organization’s growth goals. Provide real-world examples to demonstrate your approach.

Discuss specific initiatives you’ve led or implemented to promote diversity and inclusion within your previous workplaces. This could include the introduction of employee resource groups, regular training programs, or initiatives aimed at amplifying employee voices.

Explain your approach to conducting performance management discussions, emphasizing how you prepare for these conversations and your strategies for delivering constructive feedback. Include techniques you've found effective for facilitating open dialogue and setting performance improvement goals.

Share a specific instance where you analyzed HR metrics to identify trends, such as attrition or engagement levels. Discuss how this data informed your recommendations or interventions and the subsequent results of those efforts.

Discuss your understanding of HR compliance regulations in Singapore and other APAC regions, along with practical experience you've had implementing compliant HR practices. Highlight how you've handled compliance issues in previous roles.

Outline your strategies for supporting leaders through organizational changes, including communication tactics, training, and ongoing support systems. Provide examples of how your guidance has facilitated smoother transitions in past roles.

Detail a specific conflict situation you've faced and how you approached resolution. Emphasize your conflict resolution skills, communication strategies, and the outcomes of your interventions.

Discuss the importance of mentorship in HR, how you've engaged in mentoring relationships, and the benefits you've observed for both the mentor and mentee. Highlight your commitment to developing others in the HR field.

Elaborate on your project management approach, explaining how you assess urgency and importance when prioritizing multiple HR projects. Share specific tools or processes you use to manage your workload effectively.