The HR Business Partner will lead workforce planning, performance management, talent succession, and employee relations, partnering with leaders to shape HR strategy and drive organizational growth.
[What the role is]
The People Organization Division (POD) partners with GovTech's leaders and business divisions to shape how we organise, develop, and grow our people. We're hiring a People Business Partner to take strategic ownership of a portfolio of business units, working alongside division leaders to translate business direction into the workforce composition, team structure, and talent decisions that will move it forward.[What you will be working on]
- Workforce planning and organisational design. Shape the size, structure, and capabilities of the workforce in your portfolio. Lead workforce reviews and organisational design work in partnership with division leaders.
- Performance management. Drive the performance and calibration cycle across your portfolio. Coach people managers to lift the quality and consistency of how performance is led.
- Talent and succession. Build the talent map for your portfolio, identify and develop successors for critical roles, and partner leaders on growing the next layer of leadership.
- Manager capability and leadership development. Strengthen the people manager bench in your portfolio. Partner with the relevant teams to bring leadership development into the flow of how managers actually lead.
- Employee relations. Provide judgement and counsel on sensitive people matters across the employee lifecycle, balancing organisational interests with care for individuals.
- Strategic partnership. Work alongside division heads as a thinking partner on organisational direction - diagnosing where the business is, anticipating where it needs to go, and recommending the people moves that get it there.
[What we are looking for]
- 10+ years of HR experience, with substantial time spent partnering senior business leaders.
- Demonstrated track record across workforce planning, organisational design, performance management, and talent and succession.
- Strategic mindset. Comfortable with ambiguity, able to hold a clear point of view, and confident influencing leaders through credibility.
- Strong judgement on sensitive people matters and the maturity to navigate them with discretion.
- Works effectively across the HR ecosystem - partnering COEs, peers, and the business to deliver integrated solutions.
Singapore Economic Development Board (EDB) Singapore Office
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