HR Business Partner

Ninja Van; Singapore; On-site; SGD 120,000 - 150,000; Full time

Job summary

Ninja Van is a tech-enabled logistics company expanding across Southeast Asia. The Senior HR Business Partner for Singapore translates business strategy into workforce plans, advising leaders on manpower, compliance, and people solutions.

You will partner with Recruitment and HR Operations to ensure compliant execution of plans. You will lead workforce planning, capability analyses, and role design for emerging business lines, while maintaining strong stakeholder relationships and data-driven

Qualifications

• 8-10 years of progressive HR experience, incl. HRBP or workforce planning roles.
• Degree in Human Resources, Business Administration or related field.
• Working knowledge of Singapore employment legislation, MOM guidelines and work pass framework (EP/S Pass/Work Permit).
• Strong stakeholder management and consulting skills to influence leaders and HR teams without direct authority.
• Experience managing or supporting large workforces is preferred.
• Experience conducting workforce planning and skills/capability gap analysis.
• Strong data/HR metrics skills to drive recommendations.
• Excellent communication and presentation skills with judgement in fast-changing contexts.
• Proficiency in Excel/Google Sheets; familiarity with HRIS systems.

Responsibilities

• Translate business strategy into actionable workforce plans (headcount, roles, deployments).
• Lead annual and ad-hoc workforce planning exercises and forecast manpower demand.
• Perform capability and skills gap analyses and propose closing strategies (reskilling, hiring).
• Design and propose new roles, job families and reporting structures for emerging business lines.
• Serve as primary HR advisor to business leaders on people-related matters.
• Analyse people data (attrition, vacancies, engagement) to shape recommendations.
• Collaborate with Recruitment and HR Operations to implement workforce plans and compliance.
• Provide guidance on Singapore employment legislation and regulatory obligations.

Skills

HR Business Partnering

Workforce Planning

Stakeholder Management

People Analytics

HR Policy & Compliance

Communication & Presentation

Excel/Sheets

Education

Bachelor's degree in HR or related field

Tools

HRIS systems

Job description

Ninja Van is a tech-enabled logistics company on a mission to provide hassle-free delivery services for businesses of all sizes across Southeast Asia. Launched in 2014, we started operations in Singapore and have become the region’s largest and fastest growing last-mile logistics company, partnering with over 35,000 merchants and delivering more than 1,000 parcels every minute across six countries.

At our core, we are a technology company that is disrupting a massive industry with cutting-edge software and operational concepts. Powered by algorithm-based optimisation, dynamic routing, end-to-end tracking and a data-driven approach, we provide best-of-class delivery services that delight both the shippers and end customers. But we are just getting started! We have much room for improvement and many ideas that will further shape the industry.

Summary of the position:-

The Senior HR Business Partner acts as a key strategic advisor to the Head of Human Resource for Singapore, translating business strategy — including new and emerging manpower requirements arising from the company’s ongoing business pivot — into actionable workforce plans. He/she proactively develops workforce plans, identifies capability and headcount gaps, advises management on employment compliance matters, and partners with business leaders to co-create people solutions that enable the organisation’s evolving objectives. The role works in close partnership with the Recruitment (Blue & White Collar) and HR Operations functions to ensure workforce plans and compliance requirements are translated into effective execution.

Job Responsibility :

Workforce Planning & Organisation Design

• Partners with the Head of HR and business/department leaders to translate business strategy — including new directions arising from the business pivot — into headcount and workforce plans (build, buy, borrow or redeploy).
• Leads annual and ad-hoc workforce planning exercises, forecasting manpower demand against the current organisation structure.
• Conducts capability and skills gap analyses against current and future business needs, and recommends closing strategies (reskilling, upskilling, hiring, restructuring).
• Designs and proposes new roles, job families and reporting structures required to support emerging business lines.

HR Business Partnering & Advisory

• Serves as the primary HR point of contact and trusted advisor to assigned business unit(s)/department heads on people-related matters.
• Proactively analyses people data (attrition, vacancies, engagement survey results, exit interviews) to shape data-driven recommendations to management.
• Solutions together with business leaders on new and emerging manpower requirements as the business pivots, translating ambiguous business needs into concrete HR plans.
• Builds and maintains strong stakeholder relationships through regular business/operations reviews and consultation sessions.
• Advises management and department heads on Singapore employment legislation, MOM regulations (including the work pass framework, Employment Act and Tripartite Guidelines) and related statutory obligations.
• Partners with the HR Operations team to ensure HR policies, contracts and practices stay compliant with regulatory changes, escalating and closing gaps as needed.
• Provides guidance on complex or sensitive employee relations matters, applying sound judgement within local legislative parameters.

Employment Compliance & Risk Advisory

• Partners closely with the Recruitment team (blue & white collar) to translate workforce plans into hiring plans, prioritise critical roles and calibrate sourcing strategy for new manpower requirements.
• Partners closely with the HR Operations team to ensure new organisation structures, role changes and headcount movements are accurately reflected in the HRIS, contracts and policies.
• Acts as a key thought partner to the Head of HR, representing Singapore HR in relevant business and management forums as required.

Job Requirement:

• 8-10 years of progressive HR experience, including substantial time in HR Business Partnering or workforce planning roles, ideally supporting a Singapore-based team through periods of organisational change or business transformation;

• Degree in Human Resources, Business Administration or a related field.

• Working knowledge of Singapore employment legislation, MOM guidelines and the work pass framework (EP/S Pass/Work Permit);

• Strong stakeholder management and consulting skills, with the ability to influence business leaders and cross-functional HR teams (Recruitment, HR Operations) without direct authority;

• Prefer candidates with experience managing or supporting large workforces.

• Demonstrated experience conducting workforce/manpower planning and skills/capability gap analysis;

• Strong analytical skills and comfort working with HR data and metrics to drive recommendations;

• Excellent communication and presentation skills, with sound judgement to operate in ambiguous, fast-changing business contexts;

• Proficiency in Microsoft Excel/Google Sheets; familiarity with HRIS systems.