Human Resource Business Partner

FETCH TECHNOLOGY PTE. LTD.; Singapore; On-site; SGD 80,000 - 100,000; Full time

Job summary

A software development company in Singapore is seeking a Human Resources Business Partner to align people strategy with business goals. The role involves performance management, workforce planning, and supporting leaders in HR decision-making. Candidates should have 5-8 years of HR experience, with strong skills in stakeholder management and problem-solving. This position offers a unique opportunity to drive employee engagement and support organizational changes within a growing environment.

Qualifications

• 5-8 years of progressive HR experience, with at least 2-3 years in an HRBP or equivalent role.
• Strong experience supporting managers in performance management and employee relations.
• Solid understanding of employment laws and HR best practices.

Responsibilities

• Partner with department heads to understand business goals and workforce needs.
• Drive performance management cycles and coach managers on effective feedback.
• Support organizational restructuring and headcount planning.
• Manage complex employee relations cases and ensure HR policy compliance.
• Drive engagement and culture within business units.

Skills

Stakeholder management

Problem-solving

Data-driven mindset

Confidentiality

Communication skills

Education

Bachelor’s degree in Human Resources, Business Administration, or related field

Job description

We are a software development company with a staff presence around Asia. We are looking for a Human Resources Business Partner that will lead the company in aligning people strategy with business objectives. The role supports leaders in performance management, workforce planning, organization design, talent development, and employee relations to drive business results, productivity, and sustainable growth.

Key Responsibilities

1. Strategic Business Partnership

• Partner closely with department heads and managers to understand business goals, challenges, and workforce needs.

• Translate business strategies into people initiatives covering structure, performance, talent, and capability development.

• Provide data-driven HR advice to support decision-making on people matters.

2. Performance & Talent Management

• Drive performance management cycles (goal setting, reviews, calibration, performance improvement).

• Coach managers on giving effective feedback, managing underperformance, and developing high performers.

• Identify high-potential talent, succession gaps, and development needs.

• Support promotion, role change, and internal mobility decisions.

3. Workforce Planning & Organization Design

• Partner with leaders on headcount planning, role design, and team scaling.

• Support organizational restructuring, role clarification, and productivity optimization.

• Advise on workforce cost planning and resource allocation.

4. Compensation & Rewards Advisory

• Work with Compensation & Benefits teams to:

  • Support salary reviews, bonuses, and incentive planning

  • Ensure pay decisions are fair, consistent, and aligned with policy

• Provide compensation recommendations supported by performance and market data.

5. Employee Relations & Risk Management

• Manage complex employee relations cases including performance issues, grievances, and disciplinary matters.

• Ensure consistent application of HR policies and labor law compliance.

• Act as a trusted advisor to both managers and employees.

6. Change, Culture & Leadership Support

• Support change initiatives such as rapid growth, restructuring, or leadership transitions.

• Drive engagement, culture, and leadership effectiveness within assigned business units.

• Act as a change agent to reinforce company values and ways of working.

Qualifications & Experience

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

• 5–8 years of progressive HR experience, with at least 2–3 years in an HRBP or equivalent role.

• Strong experience supporting managers in performance management and employee relations.

• Exposure to fast-growing, multi-team, or multi-country organizations is a strong advantage.

• Solid understanding of employment laws and HR best practices.

Key Skills & Competencies

• Strong business acumen and stakeholder management skills.

• Ability to influence and challenge leaders constructively.

• Excellent problem-solving and decision-making ability.

• High level of confidentiality, integrity, and professionalism.

• Strong communication skills across all levels of the organization.

• Data-driven mindset with the ability to use HR metrics and insights.

Preferred / Nice to Have

• Experience working with technical, product, or operations teams.

• Regional or APAC HR exposure.

• Experience in scaling organizations or transformation environments.

• HR certifications (SHRM, CIPD, or equivalent) are a plus.