HR Business Partner

The Senior HR Business Partner acts as a key strategic advisor to the Head of Human Resource for Singapore, translating business strategy — including new and emerging manpower requirements arising from the company's ongoing business pivot — into actionable workforce plans. He/she proactively develops workforce plans, identifies capability and headcount gaps, advises management on employment compliance matters, and partners with business leaders to co-create people solutions that enable the organisation's evolving objectives. The role works in close partnership with the Recruitment (Blue & White Collar) and HR Operations functions to ensure workforce plans and compliance requirements are translated into effective execution.

Job Responsibility :

• Partners with the Head of HR and business/department leaders to translate business strategy — including new directions arising from the business pivot — into headcount and workforce plans (build, buy, borrow or redeploy).
• Leads annual and ad-hoc workforce planning exercises, forecasting manpower demand against the current organisation structure.
• Conducts capability and skills gap analyses against current and future business needs, and recommends closing strategies (reskilling, upskilling, hiring, restructuring).
• Designs and proposes new roles, job families and reporting structures required to support emerging business lines.

• Serves as the primary HR point of contact and trusted advisor to assigned business unit(s)/department heads on people-related matters.
• Proactively analyses people data (attrition, vacancies, engagement survey results, exit interviews) to shape data-driven recommendations to management.
• Solutions together with business leaders on new and emerging manpower requirements as the business pivots, translating ambiguous business needs into concrete HR plans.
• Builds and maintains strong stakeholder relationships through regular business/operations reviews and consultation sessions.
• Advises management and department heads on Singapore employment legislation, MOM regulations (including the work pass framework, Employment Act and Tripartite Guidelines) and related statutory obligations.
• Partners with the HR Operations team to ensure HR policies, contracts and practices stay compliant with regulatory changes, escalating and closing gaps as needed.
• Provides guidance on complex or sensitive employee relations matters, applying sound judgement within local legislative parameters.
Employment Compliance & Risk Advisory
• Partners closely with the Recruitment team (blue & white collar) to translate workforce plans into hiring plans, prioritise critical roles and calibrate sourcing strategy for new manpower requirements.
• Partners closely with the HR Operations team to ensure new organisation structures, role changes and headcount movements are accurately reflected in the HRIS, contracts and policies.
• Acts as a key thought partner to the Head of HR, representing Singapore HR in relevant business and management forums as required.

Job Requirement:

• 8-10 years of progressive HR experience, including substantial time in HR Business Partnering or workforce planning roles, ideally supporting a Singapore-based team through periods of organisational change or business transformation;

• Degree in Human Resources, Business Administration or a related field.

• Working knowledge of Singapore employment legislation, MOM guidelines and the work pass framework (EP/S Pass/Work Permit);

• Strong stakeholder management and consulting skills, with the ability to influence business leaders and cross-functional HR teams (Recruitment, HR Operations) without direct authority;

• Prefer candidates with experience managing or supporting large workforces.

• Demonstrated experience conducting workforce/manpower planning and skills/capability gap analysis;

• Strong analytical skills and comfort working with HR data and metrics to drive recommendations;

• Excellent communication and presentation skills, with sound judgement to operate in ambiguous, fast-changing business contexts;

• Proficiency in Microsoft Excel/Google Sheets; familiarity with HRIS systems.