Temasek is a global investment company headquartered in Singapore, with a net portfolio value of S$434 billion (US$324 billion, 299 billion, 250 billion, and RMB2.35 trillion) as at 31 March 2025. Marking our unlisted assets to market would provide S$35 billion of value uplift and bring our mark to market net portfolio value to S$469 billion.

Our Purpose So Every Generation Prospers guides us to make a difference for today's and future generations.

Operating on commercial principles, we seek to deliver sustainable returns over the long term.

We have 13 offices in 9 countries around the world: Beijing, Hanoi, Mumbai, Shanghai, Shenzhen, and Singapore in Asia; and Brussels, London, Mexico City, New York, Paris, San Francisco, and Washington, DC outside Asia.?

For more information on Temasek, please visit?www.temasek.com.sg.
For Temasek Review 2025, please visit?www.temasekreview.com.sg.
For Sustainability Report 2025, please visit?https://www.temasek.com.sg/content/dam/temasek-corporate/sustainability/2025/Temasek-Sustainability-Report-2025.pdf.

Introduction

The Human Resources Business Partner (HRBP) is an individual contributor who works closely with business leaders across different functions to support the delivery of effective and well?governed people solutions aligned with Temasek's business and organisational priorities.

As a trusted advisor, the HRBP supports the development and implementation of people initiatives by translating business needs into practical HR actions and solutions. The role works in close collaboration with HR Centres of Excellence (CoEs), contributing to organisation and workforce effectiveness while supporting execution in a fast?paced and performance?focused environment.

Responsibilities

Strategic HR Business Partnering & Advisory

Partner business leaders to provide sound, commercially grounded HR advice, aligned to business objectives and people priorities.
Support the Senior HR Business Partner in shaping and delivering people and organisational strategies, contributing insights and recommendations rather than solely executing tasks.
Apply judgement and experience to anticipate people risks and opportunities, escalating or advising as appropriate.
Provide HR partnership across multiple and diverse business functions, adapting HR advice and solutions to reflect differing performance drivers, talent profiles, and operating models, while maintaining consistency and governance at organisational level.

Talent, Performance & Workforce Planning

Partner leaders on talent identification, succession planning, and development actions across different population segments.
Play a key role in performance management and merit processes, ensuring robust differentiation, fairness, and alignment with organisational standards.
Provide guidance on complex people decisions, escalating higher?risk or sensitive matters appropriately.
Partner with business leaders to develop workforce planning that enable optimal resourcing strategies aligned with business objectives and longer term capability needs.

Organisation & Workforce Effectiveness, Culture & Change

Contribute to organisation and workforce effectiveness initiatives, including organisational design, workforce planning, role clarity, team effectiveness, and leadership capability building.
Partner with business leaders to shape culture, employee engagement, talent agendas, and change initiatives.
Support business and organisational change through structured analysis, planning, stakeholder engagement, and disciplined execution.

Rewards, Employee Relations & Compliance

Provide compensation support including salary planning, incentive allocations and long-term incentive (LTI) distribution.
Manage and resolve all types of employee relations matters, fairly representing all interests and exercising sound professional judgement.
Ensure compliance with HR policies, governance standards, and appropriate risk management.

HR Governance, Quality and Risk Discipline

Apply rigorous attention to detail and sound professional judgement to ensure well?governed HR advice, documentation, and decision?making across all people matters.
Ensure accuracy, consistency, and integrity in high?risk and sensitive areas including performance outcomes, remuneration decisions, and employee relations.
Balance responsiveness to business needs with sound governance, judgement, and risk awareness to safeguard organisational, regulatory, and reputational interests.

Requirements

Minimum 6-8 years of progressive HR experience, with significant HR Business Partnering experience
Proven experience supporting senior leaders across diverse business functions
Practical exposure to organisation & workforce effectiveness, workforce planning, and change initiatives
Experience in investment management, financial services, or similarly complex environments preferred

Core Competencies

Strong business and commercial acumen
Strategic thinking with disciplined execution
Organisation & workforce effectiveness capability
Effective coaching and influencing skills
Strong planning and project management capability
Ability to leverage data and insights
Sound judgement, professionalism, and discretion
Meticulous, detail-oriented, quality driven execution

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