HR Business Partner, SAE

As an HR Business Partner, you will play a pivotal role in driving people strategies that enable business success, fostering a high-performing and engaging work environment, and delivering strategic HR support across departments. You will serve as a trusted advisor to business leaders and employees, working collaboratively to accelerate the achievement of organizational goals and growth aspirations.

This role demands a forward-thinking, hands-on approach to HR—one that goes beyond operational support to actively shape and drive business outcomes.

Reporting to the Head of HR, Singapore, Asia Development Markets & Export (SAE) Cluster, you will drive and execute HR activities and processes including, but not limited to, Talent Acquisition, Employee Onboarding, Associate Engagement, in addition to managing signature HR processes relating to performance management, rewards and talent management.

The HR Business Partner is a role within the SAE organisation and is based in Singapore.

Responsibilities

• Partner with business leaders to understand business priorities and translate them into impactful people strategies that drive performance, agility, and growth.

• Lead talent acquisition efforts by anticipating workforce needs, defining role requirements, and managing end-to-end recruitment to attract and retain top talent. Build proactive talent pipelines and ensure a seamless onboarding experience that accelerates integration and engagement.

• Drive talent development initiatives, including performance management, career development, and succession planning. Equip managers with tools and coaching to build high-performing teams and support employee growth.

• Own the employee lifecycle, ensuring a consistent and positive experience from onboarding to exit. Design and implement initiatives that enhance engagement, recognition, and retention.

• Provide timely, practical guidance on HR policies, practices, and employment matters. Act as a key point of contact for employees and managers, promoting a respectful, inclusive, and compliant work environment.

• Identify capability gaps and deliver targeted learning and development solutions in partnership with business leaders. Coordinate training programs, evaluate effectiveness, and foster a culture of continuous learning.

• Leverage data and employee feedback to inform decisions, improve workplace culture, and drive continuous improvement in people practices.