Human Capital Operating Partner

**The Role**

We are looking for a full-time HR Operating Partner, to work alongside the SEA investment/ markets teams to deepen our SEA investments.

Functioning as a partner to the SEA team and wider Temasek leadership, he/she may participate across the teams’ portfolio activities. These can range from providing insights to the overall portfolio; conduct organizational/HR review and evaluation in the due diligence process; continue monitoring changes to organizational/HR issues.

He/she will provide domain specific insights in areas pertaining to organization and HR matters.

**Responsibilities**

A summary of the scope of responsibilities is as follows
- To provide leadership in planning, forecasting, and due diligence on organizational and HR related matters, in support of set-up/growth/transformation short-term and mid-term goals, and strategies. These include:

- Providing guidance, insights and operationalizing organizational and staffing strategies and transformation of the businesses and work in close partnership with the leadership team.
- Providing evaluation and insights on existing organizational/talent bench strength, in relation to strategic objectives.
- Hands-on involvement on end-to-end recruitment process for all the strategic hirings.
- Provide necessary advice, counselling and as a sounding board to the leadership team on organization and people related matters.
- Where necessary, to lead and manage full life cycle recruitment process and onboarding of CEO/Senior level executives for the platform(s)
- Work with Temasek and platform leadership in developing initial scenarios in providing the structural needs for office systems and human capital support
- Hands on experience in M&A HR due diligence with capability to lead, support and drive the People Workstream. Provide HR leadership in assisting with growth initiatives to include acquisitions, merger and partnership.
- Partnering integration management office (IMO) to drive People Workstream pillars and execute post-merger integration (PMI) plan.
- Identify and supervise human capital resources to leverage existing team to support strategic objectives.

**Ideal Qualifications and Experience**:

- Has start-up experience in building and scaling up the organization structure. Proven track record in scaling a start-up organization from a low base.
- Extensive previous HR leadership experience as CHRO/Head of HR, including experience in managing direct and/or indirect reports, in multiple geographies. HR leadership acumen, ability to coach, motivate and build out a high-performance team with the right talent.
- Able to work both in a strategic big-picture and tactically at an operational level with a hands on (roll-up your sleeve) attitude.
- Has experience in coaching and counselling leadership team in people development and organization effectiveness. Able to assist leadership team in managing poor performers and make appropriate decisions.
- Has experience working on Short-Term Incentive (STI) and Long-Term Incentive (LTI) schemes and framework.
- Deep operations knowledge in resource planning, demand planning, business planning, corporate strategy, communications, leadership, benchmarking, and forecasting required.
- Strong interpersonal and engagement skills; ability to influence and shape outcomes without direct reporting authority.
- Bachelor’s degree or equivalent experience required. Master of Business Administration (or commensurate experience) preferred.

**Traits**:
He/she
- He/she is highly motivated and ability to work with minimum direction.
- is hands on with an operational and execution mindset and must be result and outcome driven.
- is grounded in a clear personal purpose. He/she is committed to help, support and enable the leadership team to realise the vision and strategy.
- must have the hunger, energy, and resilience to create the greatest value for our stakeholders, partners and customers, even in the face of disruption and setbacks.
- proactively speak up and takes ownership and accountability of enterprise level issues. He/she must possess the courage to be bold and tackle tough people and organisation challenges.
- proactively works with people who are different from him/her, values different point of views and is effective at collaborating with, influencing and managing diverse group of stakeholders by building authentic, transparent and trust-based relationships. Treats others with mutual respect and bring the best out of others.
- can quickly make sense of new, first time and highly complex ambiguous situations, knowing when to move at fast pace and when to slowdown or pause.