Human Capital Business Partner
6 days ago
1) Do you enjoy driving strategic HR initiatives that fuel growth, optimize human capital investments, and foster a high-performance, innovative culture?
2) Do you have exposure with China, Malaysia, Singapore, and emerging markets?
3) Able to work in a growing company who may experience growing pains as they adjust their human capital approaches to support the growth in the region?
4) Are you also a HR practitioner with strong methologies and data driven mindset?
Our Client is an established electronics and plastic manufacturer from Singapore. They had since grown to over 3,600 staff strength and is now a global partner to a number of well-known MNCs.
Headquartered in Singapore, her business portfolio consists of US and European brand owners’ playing in the field of consumer products, business equipment, medical devices and others.
Due to rapid expansion, there is a need to hire an experienced and business-savvy Human Capital Business Partner.
The incumbent will drive strategic HR initiatives that fuel growth, optimize human capital investments, and foster a high-performance, innovative culture across the operations.
This role will play a critical part in enhancing organizational agility, managing HR-related costs, and developing a workforce that can adapt quickly to market volatility and change.
Key Attributes:
• Highly driven and results-oriented, with a business-savvy mindset and a strong global perspective.
• Analytical thinker with a data-driven approach to HR, leveraging metrics and financial insights to drive decision-making.
• Ability to thrive in a fast-paced, innovation-driven environment, with a focus on performance and growth.
• Strategic mindset with the agility to foresee and adapt to industry trends, changing workforce dynamics, and market volatility.
Key Responsibilities:
• Strategic HR Leadership: Lead initiatives that optimize human capital investments, ensuring efficient management of HR-related expenses while aligning talent strategies with business growth objectives. Develop agile workforce solutions that can adapt quickly to shifting market conditions.
• Organizational Transformation: Champion a performance-driven culture by transforming teams from custodians of SOPs to growth-oriented innovators. Drive organizational agility, ensuring the company remains responsive and adaptable to changes in market dynamics and business priorities.
• Talent Management: Implement strategies to identify, develop, and retain top talent, with a special focus on high performers. Prioritize succession planning and leadership development to ensure the company has the talent needed to scale and grow in a highly volatile market.
• Change Management: Lead and manage complex change initiatives across multiple regions, ensuring smooth transitions during organizational restructurings, mergers, or any marketdriven changes. Equip teams to embrace change and drive innovation during periods of uncertainty.
• Compensation & Benefits Strategy: Design and implement cost-effective, competitive compensation and benefits frameworks for senior executives that align with business objectives. Use data-driven insights to ensure compensation strategies contribute to performance and growth.
• Cost Optimization & Financial Acumen: Work closely with senior leadership to manage human capital costs effectively. Leverage financial acumen to ensure HR budgets are optimized for maximum impact, focusing on driving performance without compromising growth potential.
• Business Partnering: Serve as a trusted advisor to the CEO and senior leadership, providing data-driven insights on workforce planning, organizational behavior, and talent strategies. Influence business decisions with a clear understanding of HR's impact on financial performance and business outcomes.
• Global HR Oversight: Provide strategic direction to operational HR teams across regions (China, Malaysia, Singapore, and emerging markets) to ensure human capital strategies are consistent and aligned with the company's global growth goals. Ensure the HR strategy enables flexibility and scalability in volatile conditions.
Qualifications:
• Bachelor’s or Master’s degree in Human Resources, Organizational Behavioral Science, Business Administration, or a related field.
• At least 8 years of experience in Human Resources, with a strong focus on strategic HR, organizational transformation, and talent management in dynamic, high-growth environments.
• Proven experience in driving performance cultures and organizational agility within global contexts, particularly during volatile market conditions.
• Strong financial acumen and experience managing HR budgets, compensation strategies, and human capital expenses to optimize costs without sacrificing performance.
• Expertise in Compensation & Benefits for senior executives, ensuring packages are competitive and aligned with business strategies.
• Exceptional business partnering skills, with the ability to influence senior leadership and provide data-driven HR solutions that support business objectives.
• Experience working across diverse geographical regions, including China, Malaysia, and Singapore.
• Ability to travel frequently to manage operations across different regions.
Tell employers what skills you have
Emerging Markets
Change Management
Workforce Planning
Business Partnering
Succession Planning
Financial Acumen
Leadership Development
Human Resources
Adaptable to Changes
Human Capital
Strategic HR
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