.Are you looking for a new challenge? At AXA Partners, we are seeking our next HR Business Partner.We are in search of a dynamic and experienced HR Manager who will be responsible for one or more regional sites spanning across multiple business units, divisions, or functions. The HRBP will serve as a strategic partner and change agent to facilitate the achievement of the company's objectives, enable an excellent Employee Experience, and drive the cultural transformation of the business. AXA Partners continues its digital transformation with an increasing number of cross-functional and digital assets supporting our customer journey, providing 24/7 services and integrated with our partners.What does your daily role entail?Business liaisonWork with leaders and managers to develop and implement the HR plan for the business area, influencing and contributing to the achievement of the business strategy and, in conjunction, with HR.Use business acumen, external knowledge and data to analyze and research business issues and trends.Work with businesses to develop a strategic plan to identify future (3-5 year) business needs in terms of skill sets, capabilities, full time requirements, resource mix.Manage annual HR events and communication plan for the business, supporting and challenging managers on talent management, compensation reviews, employee engagement and performance management.Working as part of project teams to drive HR and business change projects in line with the Transformation strategy, ensuring that all elements of change are managed effectively.Talent, Performance and DevelopmentDevelop and implement the strategic workforce plan, partnering with HR teams to deliver training, reskilling, strategic resourcing, L&D and talent management programmes.Train business managers, support them to develop their leadership capabilities and effectively manage their talent and performance within their teams to continuously improve business performance.Implement and support managers to implement talent management strategies, ensuring that succession planning is robust and that development plans are in place for successors and key talent.Conduct learning needs assessments to identify the competencies required to support the business strategy. Work with the L&D team to develop plans to ensure that these development needs are effectively addressed.Identify staffing requirements and work to meet them, either by involving Recruitment teams where available or by directly managing the selection process.Support managers to use compensation and benefits effectively to drive performance, facilitate attraction, motivation and retention of talent.Culture and EngagementAct as an employee advocate, understand the employee experience across the lifecycle and work with the Centres of Expertise, HR Services teams and business managers to drive improvements and ensure our employees have a positive 'customer' experience