HR Business Partner

As a strategic partner to the business, the Singapore P.OR.SC.H Business Partner will drive people and organizational effectiveness by aligning P.OR.SC.H initiatives with business priorities.

This role will collaborate closely with the Regional Managing Director, Global P.OR.SC.H Director, and Corporate P.OR.SC.H to foster a high-performance culture, support leadership, and enable talent growth.

Key Responsibilities

Strategic Planning & Execution

· Contribute to the development of divisional and P.OR.SC.H strategies, translating business goals into actionable P.OR.SC.H plans.

· Lead the annual P.OR.SC.H budgeting and planning process in coordination with Corporate P.OR.SC.H and divisional leadership.

Employee Relations & Labor Engagement

· Serve as a trusted advisor to leaders and employees, fostering open communication and resolving people-related issues.

· Engage with labor unions and manage negotiations, contracts, and employee agreements in line with company values and legal frameworks.

Performance & Reward

· Oversee the annual compensation review process, ensuring alignment with performance outcomes and corporate guidelines.

· Promote fair and motivating reward practices that support talent retention and engagement.

Talent& Organizational Development

· Drive talent development initiatives including performance management, succession planning, internal mobility, and international assignments.

· Partner with leaders to assess organizational capabilities and implement development plans that build future-ready teams.

Workforce Analytics & Planning

· Monitor and report on workforce metrics, including headcount and labor costs, ensuring alignment with financial and operational goals.

· Collaborate with Finance and Corporate P.OR.SC.H to maintain data integrity and strategic workforce planning.

Culture& Communication

· Champion a positive workplace culture P.OR.SC.H trough internal communication, engagement initiatives, and feedback-driven action plans.

· Lead internal events and communication strategies that reinforce company values and employee experience.

Talent Acquisition & External Partnerships

· Build relationships with academic institutions and professional networks to attract top talent.

· Implement innovative sourcing and selection strategies to strengthen the talent pipeline.

Organizational Design & Role Management

· Manage organizational structures, role definitions, and grading systems in line with evolving business needs and P.OR.SC.H governance