Background

The Senior HR Business Partner -Talent & Workforce Optimization is a critical role at the heart of how LOOP grows, scales, and wins across markets.

You will operate as a strategic partner and workforce architect, shaping how talent is acquired, deployed, and optimized to deliver real business value.

This is not traditional HR.

Responsibilities

Translate business strategy into lean, high-performing workforce models that drive productivity and growth

Orchestrate talent across 6 markets, ensuring the right capabilities are built, deployed, and continuously elevated

Redesign work through AI-enabled and optimized ways of working, moving teams from effort to impact

Ensure every role, team, and structure is purposeful, efficient, and delivering measurable value

At its core, this role is about making work better, smarter, faster, and more effective.

You will act as both a trusted advisor and a hands-on operator, using data, insight, and judgment to guide decisions that shape the future of the organization.

If you are driven by impact, energized by complexity, and motivated to build what doesn’t yet exist, this is the role for you

Financial 30%

Develop and implement workforce plans aligned to business strategy, ensuring optimal headcount, cost efficiency, and productivity ratios (e.g. profit per head, cost-to-income).

Drive workforce optimization initiatives (Reduce–Eliminate–Automate) to improve efficiency and eliminate low-value work.

Monitor and manage staff costs and headcount budgets across assigned business units and markets

Leverage workforce analytics to forecast talent needs, identify risks, and optimize resource allocation.

Customer 30%

Act as a strategic advisor to business leaders, ensuring talent decisions directly support business performance.

Lead end-to-end talent strategy across markets, including acquisition, deployment, and internal mobility.

Ensure effectiveness of hiring systems to attract high-quality, future-fit talent.

Drive a performance-driven culture, ensuring clear goal alignment and accountability.

Enhance organizational capability through skills mapping, development strategies, and workforce readiness (including AI and digital capability).

Strengthen employee engagement and leadership effectiveness to support innovation and productivity

Internal Business processes – 20%

Drive continuous improvement in HR processes to ensure efficiency, scalability, and business impact.

Lead or support organizational design and operating model reviews, ensuring alignment to value streams and strategic priorities.

Embed data-driven decision-making in workforce and talent management.

Support execution of cross-functional transformation initiatives, including AI workforce adoption and workforce redesign.

Learning & Growth 20%

Build and sustain a high-performing, engaged HRBP capability through coaching, development, and performance management.

Drive capability development across the organization, ensuring teams are equipped for current and future business needs.

Maintain high personal and team competency in:

• Workforce strategy
• Talent management
• Digital and AI-enabled work practices

Ensure succession pipelines and leadership readiness across markets.

Ideal Job Specifications

Academic:

• Bachelor’s degree from a recognized university
• MBA or equivalent is an added advantage

Professional:

• Completed or ongoing CHRP Certification
• Member, IHRM

Desired work experience:

• 8–12+ years’ experience in HR, talent, or workforce strategy roles
• Proven experience in:
  • Workforce planning and optimization
  • Talent management across multiple markets
  • Organizational design and transformation
• Experience in fintech, banking, telecom, or high-growth environments is highly preferred
• Exposure to digital transformation, AI, or automation initiatives is an added advantage.

• Translate business strategy into lean, high-performing workforce models that drive productivity and growth
• Orchestrate talent across 6 markets, ensuring the right capabilities are built, deployed, and continuously elevated
• Redesign work through AI-enabled and optimized ways of working, moving teams from effort to impact
• Ensure every role, team, and structure is purposeful, efficient, and delivering measurable value
• Develop and implement workforce plans aligned to business strategy, ensuring optimal headcount, cost efficiency, and productivity ratios (e.g. profit per head, cost-to-income).
• Drive workforce optimization initiatives (Reduce–Eliminate–Automate) to improve efficiency and eliminate low-value work.
• Monitor and manage staff costs and headcount budgets across assigned business units and markets
• Leverage workforce analytics to forecast talent needs, identify risks, and optimize resource allocation.
• Act as a strategic advisor to business leaders, ensuring talent decisions directly support business performance.
• Lead end-to-end talent strategy across markets, including acquisition, deployment, and internal mobility.
• Ensure effectiveness of hiring systems to attract high-quality, future-fit talent.
• Drive a performance-driven culture, ensuring clear goal alignment and accountability.
• Enhance organizational capability through skills mapping, development strategies, and workforce readiness (including AI and digital capability).
• Strengthen employee engagement and leadership effectiveness to support innovation and productivity
• Drive continuous improvement in HR processes to ensure efficiency, scalability, and business impact.
• Lead or support organizational design and operating model reviews, ensuring alignment to value streams and strategic priorities.
• Embed data-driven decision-making in workforce and talent management.
• Support execution of cross-functional transformation initiatives, including AI workforce adoption and workforce redesign.
• Build and sustain a high-performing, engaged HRBP capability through coaching, development, and performance management.
• Drive capability development across the organization, ensuring teams are equipped for current and future business needs.
• Ensure succession pipelines and leadership readiness across markets.

• Workforce strategy
• Talent management
• Digital and AI-enabled work practices
• Workforce planning and optimization
• Talent management across multiple markets
• Organizational design and transformation
• Data-driven decision-making
• AI workforce adoption
• Workforce redesign

• Bachelor’s degree from a recognized university
• MBA or equivalent is an added advantage
• Completed or ongoing CHRP Certification
• Member, IHRM