Summary
The dynamic and results-driven operational HR Business Partner will be responsible for managing end to-end HR processes, including recruitment, employee relations, performance management, and talent development. You will work closely with business leaders to ensure HR practices align with business goals and foster a productive, compliant, and positive workplace. The HR Business Partner will be the primary point of contact for the assigned business units, providing HR expertise on all aspects of the employee lifecycle. The HR Business Partner will be responsible for ensuring the smooth implementation of HR processes, aligning HR strategies with business objectives, and fostering a positive work environment.
Duties and Responsibilities
End-to-End Recruitment:
- Collaborate with Talent Acquisition for the full recruitment lifecycle for assigned business units, including job posting, sourcing, screening candidates, conducting interviews, and preparing salary proposals.
- Partner closely with hiring managers and talent acquisition to ensure recruitment strategies, selection processes, and timelines align with business needs.
HR Business Partnering:
- Partner with business leaders to align HR strategies with business objectives, providing insights and recommendations that support organisational goals.
- Provide guidance on workforce planning, organizational design, talent development and other people-related initiatives to ensure alignment with the overall company strategy.
Employee Relations:
Act as the first point of contact for Tier 1 employee relations matters, providing basic & transactional support, such as but not limited to:
- Policy Clarification: Responding to inquiries on company policies (e.g., vacation time, sick leave, dress code).
- Benefits Queries: Addressing questions on benefits, insurance, payroll, retirement, or other employee entitlements.
- General Employee Inquiries: Handling day-to-day inquiries regarding work hours, compensation, or general job expectations.
- Onboarding: Supporting new hires with assimilation into the Company such as orientation into company processes and ensuring required documentation is in place.
- Performance Management: Handling performance-related concerns, such as disciplinary actions or developing performance improvement plans (PIPs).
Performance Management:
- Support the performance management cycle by guiding managers in setting clear objectives, delivering feedback, and conducting evaluations.
- Partner with leaders to address performance concerns and identify employee development and capability-building opportunities.
Talent Management & Succession Planning:
- Collaborate with business leaders to identify key talent, create development plans, and ensure the implementation of succession planning strategies.
- Facilitate career development discussions and promote internal mobility opportunities across the organization.
HR Metrics & Reporting:
- Provide regular reports on HR-related metrics such as recruitment, turnover, employee engagement, and performance management.
- Analyze data to identify trends and recommend actions for continuous improvement.
Policy and Process Compliance:
- Ensure that HR policies and procedures are communicated effectively and consistently applied across the business unit. Provide guidance on policies related to employee welfare, compensation & benefits, and HR best practices.
- Ensure compliance with all workplace safety, security, and health policies, including adherence to employment legislation and company regulations.
Centre of Excellence
- Develop and implement robust policies, frameworks, and processes to strengthen organizational capability in assigned HR specialty areas (e.g., Employee Relations, Industrial Relations, C&B, Performance Management, Talent Management, Leadership Development).
- Drive the deployment of best-practice methodologies, tools, and learning initiatives to build expertise, foster continuous improvement, and ensure consistent, high-quality HR outcomes across the organization.
Any other duties assigned by the reporting officer
Requirements
- A Bachelor's degree in Human Resources, Business Administration, or a related field. HR certifications (e.g., SHRM, IPMA, or equivalent) will be an advantage.
- 3-5 years of experience in an HR Business Partner or HR Generalist role with a strong focus on recruitment, employee relations, and performance management.
- Experience in a fast-paced or multinational company is preferred. Strong knowledge of Singapore's employment laws and HR best practices.
- Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
- Proven ability to manage multiple priorities in a dynamic environment.
- Strong problem-solving skills and the ability to handle sensitive issues with discretion.
