Global HR Business Partner Leader

Coins.ph; Singapore; Sur place; SGD 180 000 - 280 000; Plein temps

Résumé du poste

Coins.ph is seeking an experienced Group Lead of HRBP to partner with the executive leadership team across the organisation. You will drive organizational effectiveness, workforce productivity, leadership capability, performance management, and talent development in a high-growth fintech environment.

You will combine strategic thinking with hands-on execution, with a track record of scaling organizations through people, structure, and culture, partnering with CEOs and business leaders to advance

Qualifications

• 12+ years of progressive HR experience with HRBP leadership in fast-growing organisations.
• Experience in electronic payments/fintech/digital banking/crypto or regulated digital finance sectors.
• Proven ability to partner with CEOs, founders, executives on org design and business execution.
• Strong KPI/OKR design, performance management, talent review, and leadership development.

Responsabilités

• Lead design and effectiveness initiatives across the organisation.
• Establish and advance the company-wide performance management framework.
• Drive talent strategy, leadership development, succession planning, and pipeline building.
• Improve workforce productivity and organizational efficiency through analytics.
• Strengthen employee experience, culture, and change management.
• Partner with CEO and executives on strategic workforce decisions across geographies.

Connaissances

Strategic thinking

Executive influencing

Data-driven decisions

Leadership coaching

Description du poste

Position Overview

We are seeking an experienced and highly influential Group Lead of HRBP to partner closely with the executive leadership team and business leaders across the organization. This role will be responsible for driving organizational effectiveness, workforce productivity, leadership capability, performance management, talent development, and cultural transformation.

The ideal candidate combines strong strategic thinking with hands‑on execution capability and has a proven track record of helping high‑growth organizations scale effectively through people, structure, and performance.

Key Responsibilities

Organizational Design & Effectiveness

• Lead company‑wide organizational diagnostics and assessments to identify structural, capability, and efficiency gaps.
• Design and implement organizational restructuring, workforce planning, and operating model improvements aligned with business strategy.
• Partner with executives to optimize organizational layers, spans of control, accountability frameworks, and decision‑making processes.
• Drive initiatives to improve organizational agility, cross‑functional collaboration, and execution effectiveness.

Performance Management & Business Execution

• Establish and continuously improve the company‑wide performance management framework.
• Partner with leadership teams to translate strategic objectives into measurable organizational, departmental, and individual performance goals.
• Drive OKR/KPI design, alignment, monitoring, and execution across the organization.
• Ensure accountability mechanisms are in place to improve business outcomes and organizational performance.
• Utilize data and analytics to assess performance trends and recommend interventions.

Talent Strategy & Leadership Development

• Serve as a strategic advisor to senior leaders on organizational and people‑related decisions.
• Partner with business leaders to assess organizational capability and identify critical talent gaps.
• Lead talent review, succession planning, and leadership pipeline development programs.
• Support leaders in upgrading key talent, building high‑performing teams, and strengthening management capability.
• Develop strategies to attract, retain, and develop top talent in highly competitive markets.

Workforce Productivity & People Effectiveness

• Drive company‑wide initiatives focused on improving workforce productivity and organizational efficiency.
• Develop frameworks and metrics to measure people effectiveness and return on talent investments.
• Identify opportunities to improve resource allocation, team effectiveness, and overall organizational output.
• Champion a high‑performance culture that rewards impact, accountability, and continuous improvement.

Employee Experience & Culture

• Lead initiatives that strengthen company culture, employee engagement, and organizational health.
• Build programs that reinforce company values, leadership expectations, and desired behaviors.
• Partner with leaders to foster an inclusive, collaborative, and high‑performance working environment.
• Act as a change management leader during periods of rapid growth and transformation.

Strategic HR Partnership

• Partner directly with the CEO, executive leadership team, and business unit leaders on strategic workforce matters.
• Provide insights and recommendations on organizational risks, talent implications, and business transformation initiatives.
• Drive alignment between people strategy and business objectives across all functions and geographies.
• Lead and develop a high‑performing HRBP team capable of supporting the organization's future growth.

Qualifications

Required Experience

• 12+ years of progressive HR experience, including substantial HRBP leadership experience in fast‑growing and performance‑driven organizations.
• Must have prior experience in electronic payments, fintech, digital banking, crypto, financial services technology, or other regulated digital finance sectors.
• Proven experience partnering with CEOs, founders, executive teams, and business unit leaders on organizational design, performance management, talent strategy, and business execution.
• Demonstrated track record in organizational diagnostics, restructuring, workforce productivity improvement, leadership upgrade, and culture transformation.
• Strong understanding of KPI/OKR design, performance review mechanisms, talent review, succession planning, and leadership development.
• Experience supporting multi‑country, regional, or group‑level organizations is strongly preferred.
• Excellent English communication skills are required, including the ability to communicate effectively with global stakeholders, prepare executive‑level materials, and influence senior leaders in English.

Key Competencies

• Strategic Thinking
• Organizational Design & Development
• Executive Influencing
• Performance Management
• Talent Assessment & Succession Planning
• Change Management
• Workforce Analytics
• Leadership Coaching
• Stakeholder Management
• Data‑Driven Decision Making
• Strong Communication & Presentation Skills