HR Business Partner

Overview

Role Title: Human Resources Business Partner (Singapore, Japan, Korea, India)

Role Function and Group: Human Resources
Location: Singapore

Position Summary:

The HR Business Partner (HRBP) is an empowered HR generalist role, reporting to the HR Manager (Singapore, Japan, Korea, India). The role exists to partner with business leaders to deliver people strategies that enable growth, build organisational capability, and shape a high-performing, inclusive culture, while ensuring excellence in day-to-day HR operations.

Balancing partnership with hands-on operational execution, the HRBP will contribute to business success by providing advice, solutions, and interventions across the full HR spectrum—including talent acquisition and development, employee relations, reward, organisational effectiveness, and compliance with local employment legislation.

The position is well-suited to a professional who combines business acumen with strong relationship-building skills, and who thrives in a dynamic, complex environment. Success requires energy, resilience, curiosity, and a strong eagerness to learn. In return, the role offers significant visibility with senior stakeholders, opportunities to influence business outcomes, and ongoing professional development.

• Deliver the full spectrum of HR processes including recruitment, onboarding, development, performance management, disciplinary and grievance handling, compensation and benefits, expatriate administration, and monthly payroll contributions.
• Build and maintain strong partnerships with line leaders, acting as a trusted advisor on people priorities and organisational effectiveness.
• Contribute to the design and implementation of long-term People strategies that support business objectives.
• Partner with the HR Manager on Industrial Relations, ensuring proactive engagement with Union representatives, including during collective bargaining. As well as monitor and implement changes in labour legislation, ensuring compliance and communicating implications to stakeholders.
• Deliver value-added HR solutions and interventions that enhance organisational performance, capability, and employee engagement.
• Ensure compliance with local labour laws, collective agreements, and Infineum policies.
• Act as a role model for Inclusion, supporting Affinity Groups and driving a positive workplace culture.
• Participate in remuneration and benefits surveys, contributing to country-level plan design, administration, and regulatory submissions.
• Contribute to global HR initiatives, including the development, simplification, and continuous improvement of HR programs.
• Support country-level activities such as audits, crisis management, OIMS/IQMS programs, and other regulatory or compliance processes.
• Leverage HR technology effectively and provide input into the adoption of new digital HR solutions.
• Any other responsibilities as assigned.

• What skills will you gain from this role?

The successful candidate will have the opportunity to participate in a wide range of Human Resources activities internally and also build up networks in industry HR interest groups. This role provides a unique opportunity to learn about best practice people management.

This role has an international context, with frequent interaction with HR peers and business leaders around the world.

• Proven HR experience, with sound knowledge of employment law and a track record of providing generalist HR support at both operational and strategic levels; experience in a multinational environment preferred (exposure to the chemical industry or manufacturing plants is advantageous).
• Labour relations expertise, including involvement in collective bargaining, grievance handling, arbitration, or mediation processes (an advantage).
• High integrity and professional ethics, with a strong commitment to confidentiality and fairness.
• Degree-level education or higher, with additional HR or business qualifications desirable
• Project management, change management, and digital technology skills, with the ability to drive process improvements and adopt new digital HR solutions.
• Excellent communication and interpersonal skills, able to build trusted relationships across all levels and functions.
• Good analytical ability, both quantitative and qualitative, with a structured approach to problem-solving and effective implementation.
• Influencing skills and cultural awareness, essential for engaging with a diverse workforce and fostering a harmonious Union–Management relationship built on trust and respect.
• Proactive and curious mindset, eager to learn, explore best practices, and contribute innovative ideas.
• Self-motivation and resilience, able to work autonomously, respond quickly to business needs, and perform effectively under pressure.
• Collaborative, team-oriented approach, with a strong presence on-site and the availability to regularly interact with employees and managers.