HR Business Partner

About the Opportunity

**Job Type**: Permanent

Application Deadline: 22 September 2025

Job Description

Title HR Business Partner

Department Human Resources

Location Singapore

Reports to Head of HR, APAC

Level Manager / Senior Manager

We’re proud to have been helping our clients build better financial futures for over 50 years. How have we achieved this? By working together - and supporting each other - all over the world. So, join our HRBP team and feel like you’re part of something bigger.

About your team

The Singapore business comprises of less than 100 professionals across investment management, distribution, marketing, product, legal & compliance, operations & client services, corporate services and HR.

About Human Resources
Fidelity's HR team in the Asia Pacific Region is composed of a dedicated group of professionals, including HR Business Partners, Talent specialists, Compensation & Benefits experts, and an HR Support team. Together, we collaborate to deliver comprehensive HR services to business colleagues throughout the Region.

About your role
Based in Singapore, the HRBP role involves collaborating with the Head of HR, APAC to deliver proactive, innovative, and business-focused HR solutions that enhance value for the distribution client groups in Singapore and Southeast Asia. They will also operate independently, manage the day-to-day HR activities across the entire employee lifecycle and work closely with other HR colleagues and Centres of Expertise teams in the region to ensure global consistency while addressing local requirements.

As the country HR business partner, you will have oversight for all aspects of human resources for our people in Singapore. You will collaborate with Singapore leadership team to develop HR strategies aligned with our business goals and foster a positive workplace culture and engagement.

Key Responsibilities

Insights, Strategy and Solutions
- Develop an understanding of Fidelity and its context and use these insights to tailor solutions to meet
- organisational needs now and in the future
- Support and work with the Head of HR, APAC to help deliver the most efficient HR services to the client group that are aligned to the business goals and overall organisational strategy
- Provide HR insights and solutions in close collaboration with regional HR, and global HR teams as appropriate to ensure HR advice and services are consistent with goals and directions

Employee relations
- Act as the first point of contact for employees and managers with queries/advice on policy and issues
- Support and coach line managers to identify potential issues and implement appropriate and timely resolution of such matters, ensuring solutions are consistent with organisational strategy and in line with local legislation and regulatory requirements
- Coach and build capability of managers to handle situations with skill rather than managing the issue for them
- Support the Head of HR in the resolution of more complex ER issues
- Advise managers on organisational design and manage involuntary terminations where appropriate
- Train and coach managers to manage performance on an ongoing basis and to have honest and open performance conversations, with a focus on constructive and honest communications between employees and managers
- Proactively review existing policies and procedures and make recommendations on continuing, modifying, or eliminating particular policies or procedures to reflect changes in legislation or to support business goals

Compensation & Benefits
- Develop a sound understanding of Fidelity’s remuneration philosophy and framework
- In conjunction with the reward team, undertake market reviews of compensation and work with the business to ensure the efficient management of the end of year compensation review process
- Advise and support managers in relation to their compensation recommendations, maintaining objectivity and fairness at all times and ensuring accuracy of data throughout process

Learning & Development
- In conjunction with Talent Development team, work with managers to ensure regular talent discussions take place as part of management meetings, and development plans are in place for talent pipeline.
- Support and coach managers to have honest conversations with their people about their strengths, limitations, development needs and career aspirations
- Support talent mapping and talent data gathering
- Partner with managers to identify training and development needs for employees both in terms of management development, soft skills and operational/technical skills
- Partner with managers to implement development, deployment and career management processes
- Recommend and facilitate suitable learning options to meet individual and team requirements, considering appropriate delivery channels

Resourcing and Talent Planning
- Manage the end to end recruitment process, including coaching managers to identify the required skills and capabilities to d