Senior HR Business Partner/ HR Business Partner

Summary The Senior HR Business Partner will be the primary point ofcontact for the assigned business units, providing HR expertise on all aspectsof the employee lifecycle, collaborating with external and internalstakeholders to ensure the delivery of HR policies and processes, aligning HRstrategies with business objectives, and fostering a productive, compliant andpositive work environment.In addition, each Senior HR Business Partner will lead aCentre of Excellence, being the Subject Matter Expert to develop and implementbest practices in the assigned area. Duties and Responsibilities End-to-End Recruitment: 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 HRstrategies with business objectives, providing insights and recommendationsthat support organisational goals. Provide guidance on workforce planning,organizational design, talent development and other people-related initiativesto ensure alignment with the overall company strategy. Support change andbusiness transformation, promoting the right organization culture. Employee Relations: Act as escalation point for employee relationsmatters, such as but not limited to, policy clarification, general employeeinquiries, onboarding, performance management and disciplinary issues. Performance Management: Support the performance management cycle by coaching 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 businessleaders to identify key talent, create development plans, and ensure theimplementation of succession planning strategies. Facilitate career developmentdiscussions and promote internal mobility opportunities across theorganization. HR Analytics: Analyze data to identify trends and recommend actions forcontinuous improvement, including the ability to articulate the cost andimplications of HR Initiatives on business outcomes such as productivity orother operational drivers. Policy and Process Compliance: Ensure that HR policies and procedures are communicated and adhered to 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 or Diploma in Human Resources, Business Administration, or a related field. HR certifications (e.g., SHRM, IPMA, or equivalent) will be an advantage. At least 5 years of experience in an HR Business Partner or HR Generalist role. 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, working independently or collaboratively to deliver results. Strong problem-solving skills and the ability to handle sensitive issues with discretion. High level of professionalism, integrity, and confidentiality. #J-18808-Ljbffr