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Strategic Talent Partner

2 weeks ago

Singapore beBeeTalent Full time
Job Title: Strategic HR Business Partner
Description:
This role is responsible for providing strategic guidance and support to the top executive leadership team on all people-related matters. This includes ensuring that HR strategies are fully integrated with business objectives, participating actively in business planning, and providing data-driven insights on workforce implications for growth, transformation, and market changes.
Key Responsibilities:
  • Serve as a trusted advisor to the top executive leadership team on all people-related matters.
  • Participate actively in business planning and provide data-driven insights on workforce implications.
  • Align actionable HR initiatives and business KPIs to drive organisational outcomes such as revenue, innovation, and customer satisfaction.
Organisational Development & Capability Building:
  • Lead organisation-wide diagnostics to assess structure, processes, culture, and capabilities.
  • Design and drive interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
  • Oversee the implementation of talent development, succession planning, and continuous learning programs.
Change Management Leadership:
  • Act as executive sponsor for transformation, digitalisation, and change initiatives across the company.
  • Develop and execute structured change management plans including stakeholder engagement, communication, and training.
  • Build change leadership capabilities throughout the management team to foster adaptability and resilience.
  • Lead change management efforts by ensuring stakeholder buy-in, addressing concerns, and championing a shared vision for organisational transformation.
Talent Management & Workforce Planning:
  • Oversee workforce planning to ensure the right people with the right skills are in the right roles, now and in the future.
  • Direct robust talent acquisition, onboarding, and internal mobility programs to support business growth and succession.
  • Champion diversity, equity, and inclusion (DEI) initiatives as core to talent and organisational success.
Employee Experience, Culture & Engagement:
  • Foster an engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement.
  • Lead strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
  • Oversee resolution of complex employee relations issues, promoting fairness and organisational values.
Total Rewards:
  • Design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent.
  • Lead regular market analysis and internal equity reviews to ensure pay and benefits remain competitive and fair.
  • Oversee the development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
  • Ensure total rewards offerings are aligned with organisational strategy, compliant with legal requirements, and supportive of employee well-being and engagement.
  • Structure compensation and benefits strategies clearly and transparently across the organisation.
Performance Management:
  • Oversee the design, implementation, and continuous improvement of the performance management framework, ensuring it drives a culture of accountability and high performance.
  • Ensure the alignment of individual, team, and organisational goals through effective use of objectives, key results (OKRs), KRAs and KPIs.
  • Champion continuous feedback, coaching, and development conversations between managers and employees.
  • Lead the periodical performance review process, including calibration sessions, talent reviews, and succession planning.
  • Provide data-driven insights to leadership on performance trends, areas for improvement, and top talent identification.
Compliance, Risk, and HR Governance:
  • Ensure HR practices comply with all relevant labour laws, regulatory requirements, and ethical standards.
  • Lead audits, risk assessments, and timely policy updates to safeguard the organisation.
  • Maintain the highest standards of confidentiality, professionalism, and integrity in all HR practices.
HR Technology & Analytics:
  • Drive digital transformation of HR through effective deployment of HRIS and analytics tools.
  • Leverage data to inform people strategy, workforce planning, and executive decision-making.
  • Promote the adoption of innovative HR solutions for improved efficiency and employee experience.
Stakeholder Engagement & Alignment:
  • Build and nurture strategic partnerships with key internal stakeholders (Top executive team, business unit leaders) to ensure HR strategies support and accelerate business objectives.
  • Facilitate regular communication and collaboration between HR and other departments to co-create and implement people initiatives.
  • 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.
  • 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.
  • Align HR programs and communications to ensure consistency, clarity, and transparency across all levels of the organisation.