Purpose and Scope
The Head of HR, HR Business Partner Lead is a senior HR leadership role responsible for partnering the business leadership team to drive business performance through workforce strategy, organizational effectiveness, leadership capability, and operational excellence.
This role serves as the lead HR partner for:
- An asset‑heavy, operations‑led environment
- Overseas operations, including local HR governance, workforce planning, and risk management
- A technical/functional excellence team, supporting capability build‑up, standards, and productivity initiatives
In addition, the role will oversee Administration and Facilities Management for site operations, ensuring safe, compliant, and cost‑effective workplace operations.
The incumbent operates as a trusted advisor to senior leaders, a people risk steward, and a bridge between business priorities and HR strategies, with execution support from centralized People Services and specialist HR teams.
KEY ROLES & RESPONSIBILITIES
Strategic HR Business Partnering (Lead Role)
- Serve as the primary HR advisor to the business leadership team on people, organization, and leadership matters.
- Translate business strategy into workforce, capability, and succession strategies for asset management and operations‑driven environments.
- Actively participate in leadership discussions, providing forward‑looking insights on people risks, succession gaps, and talent constraints.
- Partner relevant stakeholders to support succession and continuity planning, including coordination of confidential searches where required.
- Lead and coordinate HR matters across Singapore and overseas operations, and centres of expertise, to ensure consistency, governance, and execution discipline.
Workforce Planning, Capability & Talent Strategy
- Lead medium‑ to long‑term workforce planning for the business, balancing operational stability, cost discipline, and future capability needs.
- Partner leaders on critical role identification, succession planning, and leadership continuity for key assets and operations.
- Support the build‑up of technical, operational, and leadership capabilities for operational excellence and productivity initiatives.
- Oversee manpower planning inputs for budgets, business plans, and investment proposals, including manpower costing and productivity assumptions.
Performance, Rewards & Leadership Effectiveness
- Provide senior‑level guidance on performance management, goal‑setting, calibration, and consequence management.
- Partner Total Rewards and CoEs on reward strategy, policy application, and equity management, especially for operational and overseas contexts.
- Coach leaders on people leadership effectiveness, performance conversations, and handling complex employee matters.
- Drive a strong performance and accountability culture within the business and its supported functions.
Employee Engagement, Relations, Governance & Risk Management
- Provide strategic leadership and governance over employee engagement, ensuring alignment with business priorities, operational realities, and Group engagement frameworks.
- Act as the point owner for complex employee relations cases, disciplinary matters, and sensitive people issues.
- Ensure compliance with applicable employment laws and internal HR policies, particularly for overseas operations and local jurisdictions.
- Identify and escalate HR risks (talent, industrial relations, compliance, engagement) with clear mitigation strategies.
- Support audits, investigations, and reviews relating to HR, employment practices, or workplace matters.
Change, Transformation & Operational Excellence
- Lead HR change and engagement efforts arising from operational restructuring, asset transitions, or productivity initiatives.
- Support transformation initiatives driven by the operational excellence function, including role redesign, skills uplift, and operating model enhancements.
- Champion culture, engagement, and change management across operational teams with practical, on‑the‑ground execution.
Admin & Facilities Management
- Provide oversight for Administration and Facilities Management for operations.
- Ensure workplace facilities are safe, compliant, efficient, and cost‑effective, aligned with business and regulatory requirements.
- Partner internal stakeholders and service providers to address facilities, transport, and site‑based employee needs.
Qualifications & Experience
- Bachelor's degree in Human Resources, Business Administration, or related discipline.
- 10 – 15 years of HR experience, with significant exposure in senior HRBP or HR leadership roles.
- Demonstrated experience supporting operations‑heavy, asset‑based, or technical environments.
- Experience working across multiple geographies, including emerging or higher‑risk markets.
- Strong grounding in employee relations, workforce planning, and change management.
- Proven expertise in Industrial Relations, including engagement with unions/employee representatives and management of collective matters.
Skills/competencies & Preferred Characteristics
- Strong credibility with senior leaders and operations stakeholders.
- Ability to balance strategic thinking with hands‑on execution.
- Sound judgment in navigating complex people, regulatory, and operational risks.
- Confident communicator with strong influencing and coaching skills.
- Resilient, pragmatic, and comfortable operating in fast-paced, operational settings.
