HRBP

Key ResponsibilitiesLegal & Compliance:

• Ensure full compliance with Mauritian labour law across all HR practices: contracts, working time, leave, terminations and disciplinary procedures.
• Act as the go-to expert on local legislation, proactively flagging legal or regulatory changes that may impact the business.
• Liaise with local authorities, the labour inspectorate and external legal counsel as needed.
• Maintain up-to-date, compliant employee documentation and records.

Employee Relations & Culture:

• Partner closely with local leadership to shape the employee experience and maintain a strong, connected culture as the Mauritius team scales.
• Organize and lead local engagement events and initiatives to strengthen team cohesion and company culture.
• Act as a trusted point of contact for employees, gathering and relaying feedback and sentiment from local teams to HR management and relevant stakeholders.
• Advise managers on employee relations matters, including conflict resolution, performance concerns and disciplinary processes, in line with local law and global guidelines.
• Champion the company culture locally while adapting communication and initiatives to the Mauritian context.
• Coach and advise local managers on people leadership, including performance, feedback, team dynamics and employee development.

HR Operations & Process Alignment:

• Ensure local HR processes are aligned with global and group HR policies and procedures (performance reviews, talent reviews, onboarding, offboarding).
• Own the end-to-end employee lifecycle locally: onboarding, contract administration, personnel file management and offboarding.
• Support Finance in the payroll process by providing and validating HR data, liaising with payroll providers as needed.
• Administer local employee benefits, including medical insurance, and manage relationships with relevant providers and brokers.
• Maintain and update employee data in the HRIS (e.g. Bob), ensuring data quality and consistency with group standards.

Talent & Development:

• Support local recruitment efforts in coordination with hiring managers.
• Partner with local leaders and the global People team to identify talent needs, capability gaps, retention risks and development priorities as the Mauritius organization grows.
• Coordinate the local rollout of talent processes - talent reviews, performance cycles, objective-setting - and ensure managers understand and follow the required steps.
• Support career development conversations and internal mobility for local employees.

Reporting & Communication:

• Proactively identify trends and risks across engagement, retention, performance and employee relations, and recommend actions to local leadership and the global People team.
• Act as a liaison between Mauritius-based teams and the global People function, ensuring smooth information flow in both directions.
• Prepare and consolidate local HR data required for group-wide reporting or audits.