Human Resources Business Partner (HRBP)

We are looking for an experienced and hands-on Human Resources Business Partner (HRBP) to join our HR team. In this role, you will partner closely with senior leaders and managers across the GCL Group of Companies, providing HR support and solutions that enable our businesses and people to grow. You will play a key role across performance management, talent acquisition, compensation & benefits, employee relations, HR operations and organisational development. We are looking for someone who enjoys both building and executing — someone who can develop HR frameworks and processes, advise stakeholders and remain hands-on in delivering day-to-day HR priorities. What You Will Do HR Business Partnering & Workforce Planning • Partner with senior leaders and managers to understand business priorities and translate them into practical people initiatives. • Advise on workforce planning, organisation structure, manpower requirements, talent development and retention. • Support organisational changes, restructuring and other business transformation initiatives. • Use HR data and workforce insights to identify trends, people risks and areas requiring management attention. Performance Management & Talent Development • Lead the design, implementation and continuous improvement of the performance management framework. • Drive the performance cycle, including goal setting, KPI development, probation reviews, performance reviews and calibration. • Partner with managers to develop clear and measurable KPIs aligned with business objectives. • Guide managers on performance improvement and development planning. • Support talent reviews, succession planning and identification of high-potential employees. • Strengthen manager capability in performance management, feedback and people leadership. Talent Acquisition • Manage end-to-end recruitment for management, professional, specialist and other priority positions. • Partner with hiring managers to define hiring needs, role requirements and candidate profiles. • Develop sourcing strategies and build talent pipelines for current and future hiring requirements. • Assess candidates and provide recommendations to hiring managers. • Advise on market talent availability, compensation and hiring considerations. • Manage offers, salary benchmarking and negotiations. • Support effective onboarding and integration of new hires. Compensation & Benefits • Support the development and administration of compensation and benefits programmes. • Conduct salary benchmarking and provide recommendations for new hires, promotions and salary adjustments. • Support annual salary review, bonus and other compensation exercises. • Advise on remuneration matters, taking into consideration market competitiveness, internal equity and performance. • Review benefits and employment practices and recommend enhancements where appropriate. Employee Relations • Advise managers on performance, conduct, grievance, disciplinary and other employee relations matters. • Manage sensitive employee matters professionally and ensure appropriate documentation and follow-through. • Support employee engagement and retention initiatives. • Conduct exit interviews and analyse employee feedback and turnover trends to identify opportunities for improvement. HR Operations, Policies & Governance • Ensure HR policies, practices and employment processes are consistently implemented and compliant with applicable employment legislation. • Review and enhance HR policies, processes and SOPs as the organisation evolves. • Oversee key employee lifecycle processes, including onboarding, confirmation, transfers, promotions, contract changes and offboarding. • Ensure the accuracy and integrity of employee records, HR documentation, HR systems and payroll inputs. • Partner with payroll, Finance and other stakeholders to ensure accurate and timely administration of employee-related matters. • Support HR audits, compliance reviews and internal governance requirements. • Identify employment or compliance risks and recommend appropriate actions and controls. HR Projects, Systems & Process Improvement • Lead HR initiatives from design and planning through implementation and adoption. • Identify opportunities to simplify, standardise and automate HR processes. • Support the implementation and optimisation of HR systems and digital HR workflows. • Develop practical HR tools, templates and guidelines for managers. • Prepare and analyse HR metrics and reports covering areas such as headcount, recruitment, turnover, performance and compensation. • Support other HR and organisational development initiatives as required. What We Are Looking For • Degree in Human Resources, Business Administration or a related discipline. • 6–10 years of progressive HR experience, with solid HRBP or broad HR generalist experience. • Strong hands-on experience in performance management, talent acquisition, compensation & benefits and employee relations. • Experience partnering with senior leaders and managers on people and organisational matters. • Experience designing or enhancing performance frameworks, KPIs, HR policies and processes. • Strong knowledge of Singapore employment legislation and HR practices; regional exposure would be advantageous. • Proficiency in English and Mandarin is required, as the role involves regular communication and collaboration with Mandarin-speaking stakeholders across the Group. • IHRP-CP or IHRP-SP certification would be an advantage. • Strong analytical, problem-solving, communication and stakeholder management skills. • Commercially minded, pragmatic and comfortable balancing strategic HR partnering with hands-on execution.