Director, Human Resources Business Partner

As ESR continues its transformation following its privatisation, we are looking for a strong HR Business Partner to help shape the next phase of the organisation.

This is both a strategic and hands-on HR Business Partner role supporting ESR's Corporate Headquarters and Singapore-based regional business platforms. A key focus of this role will be partnering closely with key business leaders to support and drive the people strategy for the business. As such, the successful candidate must possess a strong corporate financial fluency and the ability to quickly grasp the nuances of our fund management model.

The role partners directly with senior executives to drive organisational capability, performance, and greater consistency across an evolving global business. It also works closely with HR Centres of Excellence, HR Shared Services, and in-country HR teams to successfully implement enterprise-wide people initiatives and deliver a seamless employee experience across the Group.

Operating in a fast-paced environment, this individual will navigate complexity, ambiguity, and change with confidence, balancing strategic thinking with pragmatic execution. The successful candidate will help build scalable people practices while preserving the agility that has been a hallmark of ESR's success.

This is a true player-coach role, combining strategic business partnering with the opportunity to shape and continuously evolve ESR's HR Business Partner operating model as the organisation matures into a more integrated matrix structure. Reporting to the Chief People Officer, the role is a key member of the ESR HR Leadership Team.

• Act as a trusted advisor to senior executives, C-suite leaders, and key regional business leaders on organisation design, leadership effectiveness, talent, culture, and workforce planning.
• Partner with business leaders to translate business strategy into people priorities and organisational capability.
• Challenge and influence senior stakeholders while building trusted long-term partnerships.

• Drive organisational effectiveness, simplification, and greater structural efficiency.
• Lead organisation design initiatives in partnership with the Transformation office and the Talent Management teams, workforce planning, and operating model changes across multiple businesses.
• Drive change management initiatives, helping leaders successfully navigate ambiguity and organisational evolution.
• Build scalable people practices while recognising where flexibility is required in a diverse international organisation.
• Lead the HR workstream for organisational cost effectiveness and business divestiture programmes.
• Coach managers and senior leaders on employee relations principles, equipping them to address performance, conduct, and grievance situations effectively and in line with ESR’s values.
• Monitor employee sentiment, identify emerging ER risks, and provide proactive guidance to business and HR leaders to maintain a healthy and engaged workforce throughout periods of significant organisational change.

• Identify, attract, and retain high-performing talent.
• Drive succession planning and leadership development across supported businesses.
• Coach leaders in building high-performing teams and developing future leaders.
• Partner closely with Talent Acquisition on critical hiring initiatives.

• Champion ESR's culture and values across supported business units and functions.
• Drive employee engagement initiatives and help create a great employee experience.
• Foster collaboration across businesses and functions.
• Oversee the Facilities Management team to create a workplace environment that enhances engagement, wellbeing, and collaboration.

• Partner closely with the Total Rewards Centre of Excellence to support the implementation of ESR's compensation and performance management frameworks across the supported business units.
• Coach and educate managers on ESR's performance philosophy, compensation principles, and reward programmes, ensuring consistent understanding and application.
• Provide strong analytical and data-driven recommendations to inform people and reward decisions, ensuring fairness, consistency, and alignment with local market and financial practices.
• Partner with business leaders and the Total Rewards team to support annual performance, promotion, salary review, and incentive cycles.

• Lead and develop the HR and facility team in the Singapore-based businesses, ensuring high-quality partnering across the organisation.
• Build capability within the HRBP team through coaching, development, and knowledge sharing. Act as coach to the HR Business partners across the organisation.
• Partner with the Group CHRO to evolve ESR's HR Business Partner model in line with the Group's evolving operating model, ensuring HR support effectively balances business unit priorities with the needs of global functions within a matrix organisation.
• Foster collaboration across HR Centres of Excellence, Shared Services, and country HR teams.

• Partner with the People Services and COE teams to successfully implement HR processes, systems, technologies, and continuous improvement initiatives across the supported business units.
• Drive adoption of new HR programmes and ways of working, ensuring they are effectively embedded within the business.
• Provide business feedback to HR Centres of Excellence to continuously improve HR services, processes, and employee experience.
• Heavily leverage people data, financial operational metrics, and advanced analytics to support informed business decisions and identify opportunities to improve organisational effectiveness.

• 12–15+ years of progressive HR experience, including significant HR Business Partner leadership.
• Experience partnering directly with senior executives, ideally including Executive Committee or C-suite leaders.
• Strong background operating within the Financial Services sector preferably, with a proven ability to quickly pick up and deeply understand fund management mechanisms and structures.
• Highly analytical and numerate; capable of parsing commercial data and metrics to build data-backed HR business cases.
• Experience operating in complex, fast-paced organisations, ideally within private equity, real estate investment management, infrastructure, or similarly dynamic environments.
• Strong commercial acumen and the ability to balance business needs with people outcomes.
• Experience leading organisational transformation, organisation design, and change initiatives.
• Demonstrated success in talent acquisition, succession planning, leadership development, and organisational effectiveness.
• Experience implementing modern performance management and compensation frameworks.
• Strong stakeholder management skills with the ability to influence at all organisational levels.
• Experience working across multiple countries and cultures in an international environment.

We are looking for someone who:

• Is highly numerate, analytical, and comfortable translating business financials into people strategies.
• Thrives in ambiguity and enjoys building while the organisation continues to evolve.
• Is action-oriented and able to adapt their approach to match shifting demands of different situations.
• Can simplify complexity without oversimplifying important commercial and organisational issues.
• Is adaptable and maintains a positive, solutions-oriented mindset.
• Builds credibility quickly with sharp, commercially minded senior stakeholders.
• Is comfortable challenging constructively while maintaining strong relationships.
• Demonstrates excellent judgement and prioritisation in a fast-moving environment.
• Combines strategic thinking with a willingness to roll up their sleeves and execute.
• Is naturally collaborative and enjoys working across diverse cultures and functions.
• Has high levels of integrity, discretion, and professionalism.