Human Resource Business Partner

Our Vision, Mission & Success are fuelled by our commitment to be a driving force of positive change to the health of everyday consumers, providing conscious, high-quality & innovative supplement products.

In just 5 years, we kicked off our own DTC Health & Wellness brand from scratch and scaled it to USD$100M+ in annual sales, serving more than 3,000,000 customers worldwide with an average of 4,000 daily orders across 9 SKUs.

These results caught the attention of The Financial Times, as they ranked us among APACs top High-Growth Companies. We have also been awarded 2nd place on the E50 Awards, jointly organised by The Business Times and KPMG in Singapore.

This is just the beginning of our journey, and you could be part of the next stage of our growth!

Join us as HR Business Partner supporting our high-growth Health & Wellness DTC teams, while reporting directly to the Head of People. As an essential member of our lean HR function, you will play a critical role in aligning our People Strategies with our ambitious growth targets.

You’ll partner with all departments in a matrix environment (Creative, Growth, Tech & Ops) and have direct contact with senior managers and leaders to turn business goals into people outcomes. Expect real ownership: run performance cadences, level pay decisions, uplevel managers, and automate HR ops with modern tooling. You’ll refine playbooks, policies, programs and strategies and prove impact with eNPS, cycle time, and retention metrics.

If you are looking for a challenge, eager to learn, love translating data into decisions, coaching managers, and building scalable, hybrid set-up, this role will stretch your craft and accelerate your career growth!

Business Partnering & Stakeholder Management

• Translate annual OKRs & quarterly business plans into clear people actions with options, trade-offs, and recommendations

• Run structured intakes, document decisions, and maintain stakeholder maps and action trackers

• Facilitate fast, audit-ready decisions across teams; track SLAs, CSAT, and lead times

Performance Management & Development

• Orchestrate SMART KPIs linked to company OKRs, mid-cycle checkpoints, calibrations, and high-quality review narratives

• Coach and train managers on feedback, bias checks, and PDP/PIPs with clear success criteria

• Convert reviews into 30/60/90 days development plans tied to skills, courses, and mentors

Compensation, Benefits & Job Architecture

• Collaborate to keep JDs, levels, and bands current; perform pre-offer checks and parity spot audits

• Help to prepare approval packs with compa-ratio, budget gates, and transparent total-rewards rationale

• Track benefits usage and propose ROI-positive tweaks with quarterly insights to leaders

HR Operations, Compliance & HRIS

• Execute Joiner-Mover-Leaver flawlessly with versioned docs, evidence, and timely provisioning

• Build knowledge base articles, form automated workflows, and simple dashboards for SLAs and data quality

• Maintain compliance calendars, remediate defects fast, and pass audits without rework

Culture, Engagement & Communications

• Run quarterly pulses, segment insights, and publish action plans with clear owners and timelines

• Enable managers with comms packs, townhall content, and recognition rituals tied to our company values

• Measure impact: eNPS, inclusion index, message comprehension, and action completion rates

People, Learning & Development

• Map role competencies to learning paths; automate assignments, nudges, and recertifications

• Design practice-rich content and manager coaching guides; measure behavior/performance change over time

• Report time-to-proficiency, mobility, certification, and ROI narratives each quarter

Onboarding, Offboarding & Transitions

• Coordinate pre-boarding, access, equipment, and day-one readiness with IT, Finance, and Line Managers

• Run structured 7/30/60/90/180 onboarding schedules and capture early feedback to accelerate ramp
  

Maneuver is an OKRs, KPIs & data-driven company, we are not Mad (Wo)Men (Well, not all), but Math (Wo)Men. As a result, a number of metrics will constitute the basis of your performance and success within this role and the company:

Culture, Employee Engagement & Satisfaction: eNPS, Turnover, Pulse Study Results

HR Ops: Onboarding success rate, HCM/HRIS accuracy & P-Files documentation

Perf. Management: Appraisal completion & Bi-Annual Perf. Mngt. efficiency

L&D: Implementation of 70/20/10 model across all teams

• 5–8 years HR experience as an HRBP, partnering with manager-level stakeholders in fast-paced, remote-first teams. Ideally with a mix of consultancy & in-house background, expertise within the D2C/Performance Marketing space is advantageous yet not mandatory

• Proven experience driving E2E People process across multiple fronts simultaneously in a matrix environment, supporting overall strategy while owning implementation, training and follow-ups with respective stakeholders and timeframes

• Strong organisational & time management skills to prioritise effectively & streamline processes. Excellent knowledge of time management principles (Gantt Charts) & SaaS highly preferred (Asana, Monday, etc…)

• Proficiency with Google Workspace and other office management tools such as Notion, Asana and Slack, enabling you to work seamlessly with digital records, databases, and communication critical to workplace operations

• Effective, streamlined & clear written/verbal communication skills interacting and influencing internal (e.g. Leaders, Managers & Employees) and external stakeholders