HR Business Partner (HRBP)

OOM PTE. LTD.; Singapore; On-site; SGD 60,000 - 80,000; Full time

Job summary

A leading company in Singapore seeks an HR Business Partner (HRBP) to align business objectives with management solutions. The role involves performance consulting, facilitating internal mobility, and conducting skill gap analysis. Candidates should have a Bachelor’s degree in HR or related field, alongside 5-7 years of HR experience with a focus on talent development. Proficiency with HRIS and data visualization tools is essential for this strategic role in enhancing organizational agility.

Qualifications

• 5-7 years of progressive HR experience, with a focus on talent development and business partnering.
• Proficiency with HRIS platforms and data visualization tools to track 'skill silos' and organizational agility.

Responsibilities

• Act as a strategic consultant to leadership, aligning objectives with employee solutions.
• Conduct quarterly Skill Gap Audits to identify discrepancies in capabilities.
• Design Career Architecture Models to provide clear growth pathways.

Skills

Coaching

Talent Development

Operational Excellence

Change Management

Human Resource Advisory

Succession Planning

Counseling

Administration

Mobility

Education

Bachelor’s degree in HR, Business Administration, or related field

Tools

HRIS

Data visualization tools

Job description

Roles & Responsibilities

Role Summary The HR Business Partner (HRBP) serves as a strategic consultant to leadership, aligning business objectives with employee and management solutions. You will act as a change agent and talent architect, anticipating HR-related needs and delivering value-added services that drive organizational agility. This role is central to future-proofing our workforce through rigorous skill gap analysis and the design of transparent career growth frameworks.

Reports to: Head of HR

Key Responsibilities

1. Strategic Partnership & Talent Intelligence

• Business Alignment: Participate in business planning to understand departmental goals and provide HR solutions that drive performance.
• Skill Gap Analysis: Conduct quarterly Skill Gap Audits to identify discrepancies between current capabilities and future strategic goals.
• Workforce Planning: Partner with managers on succession planning and identifying "high-potential" talent to ensure a robust leadership pipeline.
• Development Roadmaps: Collaborate with department heads to create team roadmaps, ensuring technical and soft skills are scaled ahead of business needs.

2. Career Architecture & Mobility

• Career Pathing: Design and maintain Career Architecture Models (levels, competencies, and expectations) to provide employees with a clear "line of sight" for their growth.
• Internal Mobility: Facilitate internal talent marketplaces, encouraging lateral moves that broaden employee skill sets and improve retention.
• Growth Coaching: Coach managers on delivering effective Career Conversations, moving beyond annual reviews to continuous, growth-oriented coaching.

3. Change Management & Strategic Communications

• Communication Design: Act as the primary "Change Architect" for people initiatives, ensuring career path changes or development programs are communicated with clarity and empathy.
• Data-Driven Reporting: Synthesize complex organizational data into actionable reports for leadership, highlighting the ROI of development spend.
• Culture & Engagement: Analyze trends and metrics (engagement data, turnover, etc.) to develop programs that improve workplace culture and organizational health.

4. Operational Excellence & Relations

• Performance Consulting: Provide daily guidance to line management on coaching, counseling, and disciplinary actions.
• Employee Relations: Manage and resolve complex employee relations issues through thorough and objective investigations.
• Compliance: Maintain in-depth knowledge of legal requirements to reduce risk and ensure regulatory compliance.

Core Competencies

• Competency Behavior-Based Expectation: Consultative Mindset Ability to ask "Why?" to reach the root of performance issues rather than just applying a standard policy.
• Talent Mapping: Experience using tools like the 9-Box Grid or Competency Frameworks to assess and plan for talent.
• Analytical Agility: Comfort using HRIS and engagement data to predict where the next skill shortage will occur.
• Strategic Communication: Ability to draft compelling narratives that align individual employee aspirations with the company's mission.

Education

• Bachelor’s degree in HR, Business Administration, or related field.

Experience

• 5-7 years of progressive HR experience, with a focus on talent development and business partnering.

Technical Skills

• Proficiency with HRIS platforms and data visualization tools to track "skill silos" and organizational agility.

Tell employers what skills you have

• Coaching
• Talent Development
• Operational Excellence
• Change Management
• Human Resource Advisory
• Succession Planning
• Counseling
• Administration
• Mobility
• Soft Skills
• Human Resource Development
• Annual Reviews
• Audits
• Human Resource
• Human Resource Strategy Formulation
• HRIS
• Consulting
• Employee Relations
• Turnover
• Data Visualization