Human Resource Business Partner - Manager (Corporate Functions)

Judobi; Singapore; On-site; SGD 180,000 - 320,000; Full time

Job summary

Judobi is seeking a senior HR leader to partner with business units on workforce planning, leadership development, and people cost decisions. You will build and own a workforce analytics capability, translating data into practical recommendations for executives.

You will influence senior leaders, design workforce strategies, and drive risk management across leadership continuity and organisational performance. This role sits at the intersection of HR business partnering and analytics.

Qualifications

• 6+ years in a senior HRBP role within a complex, matrix organisation.
• Strong experience in workforce planning, cost management and people decisions.
• Advanced HR analytics, dashboard development, data interpretation and business recommendations.
• Proficiency in Excel and workforce reporting tools; familiarity with HRIS systems.
• Ability to challenge senior leaders and drive outcome-focused decisions.
• Solid knowledge of core HR disciplines and employment legislation.

Responsibilities

• Partner with business leaders on workforce planning, succession and cost trade-offs.
• Build and own the enterprise HR analytics suite and dashboards.
• Translate workforce data into clear, actionable insights for leadership.
• Develop forecasts and scenario models for workforce planning and design.
• Assess leadership/capability risks and drive mitigation actions.
• Ensure core HR processes operate with integrity and efficiency.

Skills

Senior HRBP experience

Workforce planning

People analytics

Dashboard development

Excel

HRIS knowledge

Leadership stakeholder management

Tools

HRIS

Job description

Our client is a large, complex organisation operating in a fast-moving, competitive sector. They're scaling their operations and executing an ambitious business strategy that demands rigorous workforce planning, strong people decisions, and reliable insights. They're looking for a senior HR leader who can be both a strategic business partner and a data translator - someone who turns workforce information into the insights that drive better decisions and better outcomes.

This is a high-impact, senior role reporting to the HR leadership team, with direct access to business unit leaders and executive stakeholders across the organisation. It's a role where your influence on workforce strategy directly strengthens the company's ability to execute.

The Role

You'll partner with business unit leaders and executive teams on the people and organisational decisions that matter most - workforce planning, succession risk, performance management, and people cost trade-offs. You'll build and own the company's people analytics capability, translating complex workforce data into clear, actionable insights that guide leadership decisions. This is a dual-focused role: HR business partner and trusted analytics advisor, with accountability across workforce capability, leadership continuity, cost management, and operational people risk.

Key Responsibilities

1. Strategic Workforce Planning & Business Partnership

• Translate business strategy and financial plans into workforce and organisational implications
• Lead workforce planning, people cost reviews, and scenario-based trade-off discussions with business leaders
• Design and execute organisational and workforce changes that improve execution, productivity, and cost outcomes
• Challenge senior leaders on people and organisational decisions, building their capability over time

2. People Analytics & Workforce Insights

• Own and maintain a suite of HR dashboards and workforce reports for enterprise and business-unit decision-making
• Analyse company-wide people data - headcount, attrition, retention, demographics, internal movement, performance, engagement, succession, and people cost
• Identify trends, correlations, and emerging risks; translate findings into practical recommendations for business and HR leaders
• Develop forecasts and scenario models to support workforce planning, organisational design, and talent reviews
• Establish consistent definitions, reporting standards, and data-quality controls across all workforce metrics
• Present complex workforce information in clear, concise narratives suited to senior management

3. Leadership Pipeline & Capability Risk

• Assess succession and capability risks in critical roles; drive mitigation actions
• Diagnose organisational, leadership, and performance issues; determine and implement appropriate actions
• Build a strong bench-strength view of leadership availability and capability
• Provide senior judgement on complex employee relations, performance management, and people risk issues
• Act as escalation point for material people risks, balancing employee, business, and organisational considerations
• Ensure core people processes operate with integrity and efficiency
• Identify patterns in people issues and address underlying leadership, capability, or structural causes
• Partner with HR operations to simplify processes and improve service quality

Ideal Candidate Profile

• 6+ years of significant experience in a senior HR Business Partner role in a complex, matrix-driven organisation
• Demonstrated track record of leading workforce planning, performance management, organisational change, or people cost initiatives
• Strong exposure to operational HR risk management in a business-facing capacity
• Proven ability to challenge senior leaders and drive difficult, outcome-focused decisions
• Advanced experience in HR or people analytics — dashboard development, trend analysis, data interpretation, and translating findings into business recommendations
• High proficiency in Excel and workforce reporting or visualisation tools; comfortable working with HR information systems and large people datasets
• Deep understanding of core HR disciplines and employment legislation
• Systems thinker with operational discipline and a bias for simplification and root-cause problem-solving
• Advanced capability in decision-making, collaboration, and customer orientation

Within 12 months, you'll establish a trusted, company-wide people analytics suite; align workforce strategy to business priorities; and build credibility with senior leaders as a strategic advisor who improves the quality of people and organisational decisions.