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Strategic Business Partner and Human Capital Advisor

3 weeks ago

Singapore beBeeStrategic Full time $75,000 - $85,000
Job Title: Strategic Business Partner and Human Capital Advisor

As a Strategic Business Partner and Human Capital Advisor, you will play a vital role in driving business success by ensuring HR strategies are fully integrated with organizational objectives.


Key Responsibilities:
  1. Serve as a trusted advisor to top executive leadership teams on all people-related matters.
  2. Participate actively in business planning and provide data-driven insights on workforce implications for growth, transformation, and market changes.
  3. Align actionable HR initiatives and business Key Performance Indicators (KPIs) to drive organisational outcomes such as revenue, innovation, and customer satisfaction that enable business success.

Organisational Development & Capability Building:
  1. Lead organisation-wide diagnostics to assess structure, processes, culture, and capabilities.
  2. Design and drive interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
  3. Oversee the implementation of talent development, succession planning, and continuous learning programs.

Change Management Leadership:
  1. Act as executive sponsor for transformation, digitalisation, and change initiatives across the company.
  2. Develop and execute structured change management plans including stakeholder engagement, communication, and training.
  3. Build change leadership capabilities throughout the management team to foster adaptability and resilience.
  4. Lead change management efforts by ensuring stakeholder buy-in, addressing concerns, and championing a shared vision for organisational transformation.

Talent Management & Workforce Planning:
  1. Oversee workforce planning to ensure the right people with the right skills are in the right roles, now and in the future.
  2. Direct robust talent acquisition, onboarding, and internal mobility programs to support business growth and succession.
  3. Champion diversity, equity, and inclusion (DEI) initiatives as core to talent and organisational success.

Employee Experience, Culture & Engagement:
  1. Foster an engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement.
  2. Lead strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
  3. Oversee resolution of complex employee relations issues, promoting fairness and organisational values.

Total Rewards:
  1. Design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent.
  2. Lead regular market analysis and internal equity reviews to ensure pay and benefits remain competitive and fair.
  3. Oversee the development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
  4. Ensure total rewards offerings are aligned with organisational strategy, compliant with legal requirements, and supportive of employee well-being and engagement.
  5. Structure compensation and benefits strategies clearly and transparently across the organisation.

Performance Management:
  1. Oversee the design, implementation, and continuous improvement of the performance management framework, ensuring it drives a culture of accountability and high performance.
  2. Ensure the alignment of individual, team, and organisational goals through effective use of Objectives, Key Results (OKRs), Key Result Areas (KRAs) and KPIs.
  3. Champion continuous feedback, coaching, and development conversations between managers and employees.
  4. Lead the periodical performance review process, including calibration sessions, talent reviews, and succession planning.
  5. Provide data-driven insights to leadership on performance trends, areas for improvement, and top talent identification.

Compliance, Risk, and HR Governance:
  1. Ensure HR practices comply with all relevant labour laws, regulatory requirements, and ethical standards.
  2. Lead audits, risk assessments, and timely policy updates to safeguard the organisation.
  3. Maintain the highest standards of confidentiality, professionalism, and integrity in all HR practices.

HR Technology & Analytics:
  1. Drive digital transformation of HR through effective deployment of HR Information Systems (HRIS) and analytics tools.
  2. Leverage data to inform people strategy, workforce planning, and executive decision-making.
  3. Promote the adoption of innovative HR solutions for improved efficiency and employee experience.

Stakeholder Engagement & Alignment:
  1. Build and nurture strategic partnerships with key internal stakeholders to ensure HR strategies support and accelerate business objectives.
  2. Facilitate regular communication and collaboration between HR and other departments to co-create and implement people initiatives.
  3. Engage with external stakeholders including industry bodies, regulatory agencies, benefits providers, educational institutions, and the broader business community to benchmark practices and represent the organisation.
  4. Act as the voice of employees at the leadership table, gathering feedback through surveys, forums, and direct interactions, and translating insights into actionable HR strategies.
  5. Align HR programs and communications to ensure consistency, clarity, and transparency across all levels of the organisation.