Principal HRbp(Singapore)

**Company Introduction** We exist to wow our customers. We know we're doing the right thing when we hear our customers say, "How did I ever live without Coupang?" Born out of an obsession to make shopping, eating, and living easier than ever, we are collectively disrupting the multi-billion-dollar commerce industry from the ground up and establishing an unparalleled reputation for being leading and reliable force in South Korean commerce. We are proud to have the best of both worlds — a startup culture with the resources of a large global public company. This fuels us to continue our growth and launch new services at the speed we have been at since our inception. We are all entrepreneurial surrounded by opportunities to drive new initiatives and innovations. At our core, we are bold and ambitious people that like to get our hands dirty and make a hands-on impact. At Coupang, you will see yourself, your colleagues, your team, and the company grow every day. Our mission to build the future of commerce is real. We push the boundaries of what's possible to solve problems and break traditional tradeoffs. Join Coupang now to create an epic experience in this always-on, high-tech, and hyper-connected world. **Role Overview** Coupang seeks a highly qualified and energetic Sr. Principal HRBP to oversee all people operations in Singapore and to ensure they're aligned with the company's business goals. Ultimately, the Sr. Principal HRBP will serve as a trusted consultant on people management and organizational changes across all levels of the organization. Coupang is reimagining the shopping experience with the goal of wowing each customer from the instant they open the Coupang app to the moment an order is delivered to their door. This is an exceptional opportunity to become a part of Coupang's mission to create a world where our customers wonder, "How did we ever live without Coupang? **What You Will Do** **1. Strengthen Company Culture & Employee Experience**: - Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. - Analyze and improve the employer brand. **2. Using Data to Influence Decisions** - Analyze trends and metrics in partnership with the People team, developing solutions as needed. - Deep dive into data to identify opportunities to improve employee experience and lifecycle management. **3. Empowering Leaders** - Consult with line management and provide daily people lifecycle guidance. - Assist leaders with contract terms for new hires, promotions and transfers. **4. Building a Competitive Organization** - Identifies training needs for business units and individual executive coaching needs. - Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. **5. Coaching & Consulting** - Resolve complex employee relations issues and address grievances, liaising directly with all related parties. - Conduct regular (weekly, monthly) meetings with respective business units. - Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). - Provides HR policy guidance and interpretation. **6. Preparing For and Facilitating Change** - Provides guidance and input on business unit restructures, workforce planning and succession planning. **7. Preparing for the Future of Work and HRM** - Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal/HR compliance teams as needed/required. **Basic Qualifications** - Sr. HRBP or HR Manager experience preferably at MNCs and/or large corporations. - Possess strong communication, persuasion and influencing skills to all levels of employees. - Effectively work with senior level leadership with good coaching and analytical skills. - Good understanding on general HR practices in recruitment, compensation/benefits, talent management, performance management and learning and development. - English proficiency in both written and spoken is required. **Key Leadership Principles** - Influence without Authority - Wow the Customer - Disagree and Commit **Recruitment Process and Others** **Recruitment Process** - Application Review - Phone Interview - Onsite(or Virtual Onsite) Interview - Offer - The exact nature of the recruitment process may vary according to the specific job and may be changed due to scheduling or other circumstances. **Details to Consider** - Those eligible for employment protection (recipients of veteran's benefits, the disabled, etc.) may receive preferential treatment for employment in accordance with applicable laws. - Hiring may be restricted in case the legal qualifications required for hiring and work performance is not met. - This is a full-time regular position and includes 12 weeks of probation pe