Summary
This role partners leaders to manage a largely shift-based workforce in a fast-paced service environment. The dynamic and results-driven HR Business Partner will proactively partner business leaders to ensure HR strategies align with business objectives, improve workforce engagement and retention, drive effective implementation of HR initiatives, and support change management efforts to foster a productive, compliant, and positive workplace.
In addition, the incumbent will serve as the HR subject matter lead for an assigned HR specialty area, driving policy and process improvements within that domain.
Duties and Responsibilities
1. Talent Acquisition, Attraction, Retention
- Collaborate with Talent Acquisition to ensure the right vacancies are filled with the right people, supporting the selection and offer processes such as interviews and salary proposals.
- Support talent attraction and other branding activities or sourcing channels, such as career fairs.
- Partner closely with hiring managers and talent acquisition to ensure recruitment strategies, selection processes, and timelines align with business needs.
- Monitor recruitment progress and early attrition trends, working proactively with stakeholders to address workforce gaps in shift-based operations.
2. HR Business Partnering:
- Partner with business leaders to align HR strategies with business objectives, providing insights and practical, solutions-oriented recommendations that support organisational goals while complying with employment legislation and company regulations.
- Analyse trends and partner managers to translate insights into actionable recommendations, such as early intervention and corrective action strategies. Actively support and drive change management initiatives, including workforce restructuring, policy rollouts, and cultural initiatives.
- Provide guidance on workforce planning, organizational design, performance management, talent development and other people-related initiatives to ensure alignment with the overall company strategy.
- Take ownership of people-related challenges including attrition, engagement performance and discipline management. Work independently and coach line managers to drive sustainable improvements, addressing underlying behavioural and operational challenges.
3. Employee Relations:
- Act as the primary HR advisor on employee relations matters for assigned business units, providing timely, balanced and business-aligned guidance on disciplinary cases, grievances and performance management matters.
- Conduct investigations where required and ensure fair, consistent and compliant case management practices.
- Provide guidance on company policies, processes and employee matters to managers and staff
- Support new hires assimilation into the Company and throughout their employee life cycle.
4. Performance Management:
- Support the performance management cycle by guiding managers in setting clear objectives, delivering feedback, and conducting evaluations, ensuring timely and consistent execution.
- Partner with leaders to address performance concerns and identify employee development and capability-building opportunities.
5. Talent Management & Succession Planning:
- Collaborate with business leaders to identify key talent, support development plans, and ensure the implementation of succession planning strategies.
- Facilitate career development discussions and promote internal mobility opportunities across the organization.
6. HR Specialty Ownership (Centre of Excellence)
- Serve as the subject matter lead for an assigned HR specialty area (e.g. Industrial Relations, Talent Attraction and Branding, Compensation & Benefits, Performance Management, Talent Management or Learning & Development).
- Develop and implement robust policies, frameworks and processes within the assigned specialty area, ensuring alignment with business needs and regulatory requirements.
- Drive continuous improvement initiatives and support capability building within the assigned domain.
- Partner with Group/Corporate HR where applicable to ensure consistent implementation of frameworks and best practices. Ensure practical and scalable implementation of policies within the operational environment.
7. 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.
- Minimum 5 years of relevant HR experience in a fast-paced or multinational company, preferably in a service or shift-based operational environment.
- Strong knowledge of Singapore's employment laws and HR best practices.
- Self-driven, positive and solutions-oriented, with the ability to operate effectively without close supervision.
- Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization and the ability to handle sensitive issues with discretion, professionalism, integrity and confidentiality.
- Proficiency in HRIS systems and Microsoft Office Suite (Excel, Word, PowerPoint).
