Director, Human Resources Business Partner

Role Overview

ESR is undergoing a major transition after privatisation, and this position will play a central role in defining the organisation’s next chapter. The hire will act as a strategic yet hands-on HR business partner for the corporate headquarters and Singapore-based regional platforms, working closely with senior business leaders to drive the people agenda. A strong understanding of corporate finance and the ability to quickly understand fund management structures are important for success in this role.

The position partners with senior executives to strengthen organisational capability, improve performance, and build consistency across a global business that is still evolving. It also requires close collaboration with HR centres of excellence, shared services, and local HR teams to deliver company-wide people initiatives and a smooth employee experience. The environment is fast-moving and often complex, so the successful candidate should be comfortable balancing long-term thinking with practical execution. This is a player-coach role that will also help shape ESR’s HR business partner operating model as the company moves toward a more integrated matrix structure. The role reports to the Chief People Officer and sits on the ESR HR leadership team.

Key Responsibilities

This role covers strategic partnering, organisational change, talent, engagement, rewards, and HR leadership across supported business units.

• Serve as a trusted advisor to senior executives, C-suite leaders, and regional business heads on organisation design, leadership effectiveness, talent, culture, and workforce planning.
• Work with business leaders to turn strategy into clear people priorities and the capabilities needed to deliver them.
• Influence and challenge senior stakeholders while building durable, trusted relationships.
• Improve organisational effectiveness, simplify structures, and strengthen operating efficiency.
• Lead organisation design and workforce planning work in collaboration with the transformation office and talent management teams, including operating model changes across multiple businesses.
• Support leaders through change management and help them navigate uncertainty and organisational evolution.
• Develop scalable people practices while preserving flexibility where the business requires it.
• Lead HR workstreams for cost optimisation and divestiture programmes.
• Coach managers and senior leaders on employee relations topics so they can handle performance, conduct, and grievance matters consistently and in line with ESR values.
• Track employee sentiment, identify emerging employee relations risks, and advise HR and business leaders proactively to sustain engagement during periods of change.
• Attract, retain, and develop high-performing talent.
• Drive succession planning and leadership development across supported businesses.
• Coach leaders to build strong teams and prepare future leaders.
• Work closely with Talent Acquisition on priority hiring needs.
• Promote ESR’s culture and values across business units and functions.
• Lead employee engagement initiatives and contribute to an excellent employee experience.
• Encourage collaboration across business areas and functions.
• Oversee the Facilities Management team to support a workplace that improves engagement, wellbeing, and collaboration.
• Partner with the Total Rewards Centre of Excellence to roll out compensation and performance management frameworks across the supported businesses.
• Educate managers on ESR’s performance philosophy, compensation principles, and reward programmes so they are applied consistently.
• Use strong analytics and data to support people and reward decisions, ensuring fairness, consistency, and alignment with local market and financial practices.
• Support annual performance reviews, promotions, salary reviews, and incentive cycles with business leaders and the Total Rewards team.
• Lead and develop the HR and facilities team in Singapore-based businesses, ensuring strong support across the organisation.
• Build capability in the HRBP community through coaching, development, and knowledge sharing, and act as a coach to HR business partners across the organisation.
• Work with the Group CHRO to evolve the HR business partner model so it aligns with the Group’s operating structure in a matrix environment.
• Encourage partnership across HR centres of excellence, shared services, and country HR teams.
• Collaborate with People Services and COE teams to implement HR processes, systems, technologies, and continuous improvement initiatives.
• Drive adoption of new HR programmes and ways of working so they become embedded in the business.
• Provide feedback to HR centres of excellence to improve services, processes, and employee experience.
• Use people data, financial and operational metrics, and advanced analytics to support business decisions and spot opportunities to improve organisational effectiveness.

Experience and Qualifications

• 12 to 15+ years of progressive HR experience, including substantial HR business partner leadership.
• Direct experience supporting senior executives, ideally at Executive Committee or C-suite level.
• Background in Financial Services is preferred, with the ability to quickly understand fund management mechanisms and structures.
• Strong numerical and analytical capability, including the ability to convert commercial data and metrics into convincing HR business cases.
• Experience in complex, fast-paced organisations, ideally in private equity, real estate investment management, infrastructure, or similar dynamic environments.
• Strong commercial judgement and the ability to balance business objectives with people outcomes.
• Proven experience leading transformation, organisation design, and change programmes.
• Demonstrated success in talent acquisition, succession planning, leadership development, and organisational effectiveness.
• Experience implementing modern performance management and compensation frameworks.
• Strong stakeholder management and the ability to influence across all levels of the organisation.
• Experience working across multiple countries and cultures in an international setting.

Personal Attributes

• Highly analytical and comfortable turning financial information into people strategy.
• Thrives in ambiguity and enjoys building while the organisation continues to change.
• Action-oriented and able to adjust approach as priorities shift.
• Able to simplify complexity without losing important commercial or organisational detail.
• Adaptable and positive, with a practical, solutions-focused style.
• Quick to build credibility with commercially minded senior stakeholders.
• Comfortable challenging constructively while maintaining strong relationships.
• Shows strong judgement and prioritisation in a fast-paced setting.
• Combines strategic thinking with a willingness to execute hands-on.
• Collaborative and effective across diverse cultures and functions.
• Demonstrates integrity, discretion, and professionalism.

Additional Information

This is a full-time onsite role based in Singapore, Singapore. No salary, openings, or application deadline were specified in the source.