HR Business Partner

HR Business Partner

Fintech / Stablecoin Payments / Banking

Location: Singapore

Employment Type: Full-time

About the Role

We are looking for an experienced HR Business Partner to support a fast-growing fintech business operating across stablecoin payments, card issuing, acquiring, cross-border payments, and regulated financial services.

This role is suitable for someone who has strong HRBP experience in tech / fintech. The role will be primarily focused on HRBP responsibilities, while also supporting critical hiring needs when required.

The ideal candidate should be comfortable working in a high-growth, performance-driven environment, partnering closely with business leaders across commercial, product, operations and technology teams.

Key Responsibilities

HR Business Partnering

• Partner with business leaders to understand team structure, business priorities, hiring plans, performance gaps, and organization development needs.
• Provide day-to-day HR advisory support to managers on employee relations, performance management, probation review, promotion, compensation, retention, and workforce planning.
• Support organizational design and team structure planning for fast-scaling business units.
• Drive performance management processes, including goal setting, quarterly reviews, probation assessments, underperformance management, and documentation.
• Provide practical HR solutions that balance business needs, employee experience, compliance, and company culture.
• Support leadership in building high-performance teams with clear accountability, ownership, and execution standards.
• Work closely with HR, Legal, Compliance, Finance, and business stakeholders to ensure HR practices are aligned with internal policies and local employment requirements.
• Support employee engagement, manager coaching, and internal communication where needed.

Key Requirements

• Bachelor's degree or above in Human Resources, Business, Psychology, Management, or related disciplines.
• 5–8+ years of HR experience, including solid HRBP experience.
• Prior experience in recruitment / talent acquisition is highly preferred.
• Experience in tech, fintech, payments, banking, digital assets, stablecoin, Web3 or financial services is strongly preferred.
• Familiar with fast-growing, cross-functional business environments.
• Strong understanding of HRBP fundamentals, including performance management, employee relations, workforce planning, compensation review, and organizational development.
• Able to support both strategic HR planning and hands-on execution.
• Strong stakeholder management skills, with the ability to work directly with senior leaders and hiring managers.
• Comfortable operating in a high-growth, ambiguous, and results-driven environment.
• Strong communication skills in English; Mandarin or other regional language capability is a plus.
• Singapore employment law knowledge is preferred.

Preferred Background

Candidates with experience from the following environments will be highly relevant:

• Fintech companies
• Digital payment companies
• Stablecoin / crypto payment companies
• Banks or licensed financial institutions
• Card issuing / acquiring businesses
• Cross-border payment companies
• High-growth technology companies
• Recruitment background followed by HRBP transition

Ideal Candidate Profile

The ideal candidate is not a pure recruiter and not a purely administrative HR generalist. We are looking for someone who can operate as a true HRBP while still being able to support critical hiring when the business requires.

This person should be:

• Business-oriented
• Hands-on
• Structured
• Fast-moving
• Strong in stakeholder management
• Comfortable with performance-driven culture
• Able to challenge and support business leaders
• Capable of handling both people issues and urgent talent needs

Success Measures

• Strong HRBP support for assigned business units.
• Timely resolution of employee relations and performance management cases.
• Effective support for workforce planning, team structure, and manager capability building.
• Improved quality and speed for critical hiring.
• Strong alignment between business leaders and HR on people priorities.
• Clear documentation and process discipline across probation, performance, promotion, and compensation matters.