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Grade Level: L3 Location: Karachi Last date to apply: 30 July 2026 What is HR Business Partner -South? HRBP South is a strategic partner to the region's business leadership, not just an HR service provider. You will understand where the business is headed, anticipate the people implications of that direction before they become urgent, and shape solutions — with HR teams and Centers of Excellence — that move the business forward, not just keep it running. You will work closely with functions across the South region, with regular interaction with CXOs, Line Managers and employess translating business priorities into people outcomes that are visible on the P&L. The role reports directly to the Head of HR Business Partnership. What does HR Business Partner — South do? Act as a strategic thought partner to regional business leadership, embedded early in business planning for decision making. Anticipate emerging workforce needs, skills, capacity, structure, and culture ahead of business demand, so the organization is building capability before it's needed. Execute core HR frameworks (learning & development, performance management, annual salary reviews, headcount planning, and employee engagement) in collaboration with Centers of Excellence, with a clear line of sight to business value. Visit regional locations regularly to stay close to real business context and pulse. Own employee engagement for the region, diagnosing root causes rather than symptoms, and designing interventions that a business leader would recognize as worth the investment. Translate business strategy into an actionable people plan, and ensure that plan is embedded into the business planning process itself, not run as a parallel HR exercise. Bring together HR solutions across COEs into one coherent plan for the region, and take ownership of end-to-end delivery. Act as a change driver for the long-term people strategy, as a full member of the business leadership team. Use workforce data and analytics to proactively surface risks and opportunities to leadership, before they show up as attrition or delivery problems. Monitor and report on workforce and succession planning, keeping the region's leadership bench and critical capability gaps visible at all times. Challenge, debate, and help set strategic HR priorities with business leaders, comfortable pushing back when the people plan and the business plan don't line up. What does success look like in this role? Business leaders in the South region pull you into strategy and planning conversations by default and not just call on you when there's an HR transaction to process. Critical roles across the region have identified successors, and leadership bench strength is visibly stronger year over year. Engagement actions are traceable to specific root causes, and follow-up data shows real movement and impact. Workforce and people plans are built into the region's annual business planning from the outset. Core HR frameworks; performance, compensation, and headcount are delivered on time and are seen by business stakeholders as adding clarity. Workforce risks (attrition hotspots, capability gaps, succession exposure) are flagged to leadership early enough that there's a plan in motion before they become urgent. Employee relations matters are resolved fairly and quickly, in a way that holds up to scrutiny, with minimal avoidable escalation. Plan and lead on employee relations matters, ensuring every action is compliant with JazzWorld's values, code of conduct, and the law of the land. JazzWorld is an equal opportunity employer. We celebrate, support, and thrive on diversity and are committed to creating an inclusive environment for all employees. Requirements What are we looking for and what does it require to be HR Business Partner — South? Minimum Bachelor's degree in Business Management, HR, or a related field, with at least 5–7 years of HR expe