Human Resources Business Partner

About Us:

NAV Fund Services was founded in 1991 and has since undergone exponential organic growth. NAV is now one of the largest and most reputable fund administrators in the world, with over 2,300 clients, offices in multiple countries, and servicing clients located in six continents. NAV has been able to succeed in all economic climates by continued investment in innovation and technology, while remaining independent, detached from mergers and acquisitions, and completely debt free.

NAV Core Values:

Excellence: We focus on execution, action, and delivering meaningful outcomes. We set ambitious goals, stay accountable, and celebrate high-quality work.

Growth Mindset: We embrace challenges and continuous learning. We give our people the right environment to not just hone their skills, but also grow as an individual.

Ownership: We believe in going beyond accountability. We foster a culture of initiative and responsibility by empowering our people and recognising them for their efforts at every step.

Integrity: We build strong relationships through transparency and honesty. We do the right thing even when no one is watching.

Inclusivity: We celebrate and respect diversity, perspectives and ideas. We ensure everyone is valued, included, and heard to bring our authentic selves to work.

Core Responsibilities:

• Strategic Alignment: Collaborate with senior leadership to understand business challenges and align HR strategies and initiatives with overall business objectives to drive organizational success.

• Talent Management & Workforce Planning: Develop and implement talent acquisition, retention, and succession planning strategies. Identify critical talent gaps and work to ensure the organization has the right people in the right roles for future needs.

• Organizational Effectiveness & Change Management: Lead and support organizational change initiatives, including restructuring, M&A activity, and culture transformation, to help employees adapt to new processes and technologies and minimize disruption.

• Performance Management & Employee Development: Coach managers on performance management processes, leadership development, conflict resolution, and career development conversations.

• Data-Driven Decision Making: Utilize HR analytics (e.g., turnover rates, engagement scores, productivity metrics) to identify trends, diagnose people priorities, and make data-driven recommendations for improving HR strategies and processes.

• Employee Relations & Compliance: Resolve complex employee relations issues, address grievances, and provide HR policy guidance to ensure compliance with labor laws and regulations, mitigating risk to the organization.

• Compensation & Benefits: Oversee and advise on compensation and benefits programs to ensure they are competitive, fair, and aligned with organizational objectives.

• Culture & Engagement: Foster a positive workplace culture that promotes diversity, equity, and inclusion (DEI), enhances staff morale, and increases productivity and retention.

Good to have skills:

• Education: Bachelor‘s degree in Human Resources Management, Business Administration, or a related field (Master‘s degree and/or professional certifications like SHRM-SCP or SPHR are often preferred).

• Experience: Proven work experience (typically 6+ years) as an HR Business Partner or in a similar strategic HR role.

• Business Acumen: A deep understanding of business functions, industry trends, and how HR initiatives impact the bottom line.

• Communication & Interpersonal Skills: Excellent communication, negotiation, and interpersonal skills to build strong relationships and collaborate effectively across all levels of the organization.

• Analytical Skills: Strong analytical and problem-solving abilities, with demonstrable experience using HR metrics to inform decisions.

• Leadership & Influence: Strong leadership skills with the ability to influence decision-makers and drive change.

• Knowledge: Thorough knowledge of labor legislation, HR principles, practices, and employment laws