HR Business Partner

Role overview

The HR Business Partner will act as a dependable advisor to Singapore business leaders and aligned APAC regional leaders on all people-related matters. The position is focused on delivering high-impact HR work that supports the One Liberty strategy across Singapore and the wider APAC region, helping leaders and teams work together in a more unified culture and operating model.

This role will turn business priorities into practical HR actions, handle complex employee relations matters, and take ownership of HR content prepared for Board-level review. It calls for strong influencing ability, deep employee relations experience, solid knowledge of Singapore employment law and industrial relations, and proven capability in preparing and presenting HR updates to Boards and senior executives.

Strategic HR partnership

• Work closely with business leaders to shape and implement people strategies that align with both immediate and long-term business goals, including workforce planning, organisational design, and talent supply.
• Use data and business insights to recommend improvements to organisation capability, structure, and culture.

Board and executive advisory

• Develop human capital updates for the Board and its committees, covering items such as HR policies, executive compensation proposals, succession planning, and risk-related matters.
• Oversee the quality and governance of Board-level HR deliverables, making sure they are accurate, well-contextualised, and aligned with enterprise strategy and regulatory expectations.

Employee and labour relations

• Lead sensitive employee relations and disciplinary cases, investigations, and grievance processes while maintaining confidentiality, fairness, and legal compliance.
• Manage engagement with unions and employee representatives, including collective bargaining, consultation, and industrial negotiation activities where relevant.
• Represent the organisation in government or tribunal-related proceedings, such as MOM, TADM, or Employment Claims Tribunal matters, together with legal or regulatory partners when needed.

Talent management and leadership development

• Support talent reviews, succession planning, and leadership development initiatives for key roles and leaders in Singapore, aligned with broader APAC and global programmes.
• Lead strategic consultations with business leaders on improving leadership effectiveness.

Change management

• Drive change management efforts for HR initiatives within the defined scope, working with relevant centres of expertise to deliver market-level programmes.

Experience and qualifications

The ideal candidate brings strong business acumen, excellent stakeholder management, and a high level of professionalism when handling confidential employee and Board matters. You should be comfortable operating in a fast-moving, ambiguous environment and managing multiple time-sensitive priorities at once.

A bachelor’s degree in Human Resources, Business Administration, Law, or a related discipline is required, while a master’s degree such as an MBA or MSc/MA in HR is strongly preferred. Professional certification such as IHRP or an equivalent credential is also preferred.

You should have 10+ years of progressive HR experience, including at least 5 years in an HR Business Partner or HR leadership role within a multinational or complex organisation. Experience presenting HR material to Boards or executive committees, and advising on governance and succession matters, is highly desirable.

Deep experience in employee and labour relations is important, including investigations, disciplinary processes, and union or collective bargaining matters in Singapore or similar jurisdictions. A strong working understanding of Singapore employment law, MOM practices, CPF requirements, work pass rules, and tripartite guidelines is expected. Experience in a regulated or unionised environment will be an advantage, and excellent English communication skills are required.

Additional expectations

This position also calls for strong negotiation and mediation capability, analytical thinking, project management skills, and the ability to influence senior leaders and external stakeholders with confidence. The successful candidate should be able to use people data to guide HR strategy and measure the impact of initiatives.