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On-site
Experience
Experienced
About the role
This role partners with business leaders to align people strategy with commercial goals, using workforce data to guide decisions. It sits within the HR function and suits an experienced HR professional who is comfortable influencing senior stakeholders and working with people analytics.
What you'll do
Translate business strategy and financial plans into workforce and organisational implications.
Lead workforce planning, people cost reviews, and scenario-based trade-off discussions.
Design and implement organisational and workforce changes to improve execution, productivity, and cost outcomes.
Diagnose organisational, leadership, and performance issues and determine appropriate actions.
Assess succession and capability risks and drive mitigation actions for critical roles.
HR Business Partner job at StarHub, Singapore | WorkJio
Challenge senior leaders on people, organisation, performance, and cost decisions.
Build leader capability to make better people and organisational decisions over time.
Own and maintain a consistent suite of HR dashboards and workforce reports for enterprise and business-unit decision-making.
Analyse company-wide people information, including headcount, attrition and retention, years of service, workforce demographics, hiring, internal movement, absenteeism, performance, talent, engagement, succession, and people cost.
Identify trends, correlations, emerging risks, and root causes; translate findings into practical recommendations and targeted interventions for business and HR leaders.
Develop regular and ad hoc analysis, forecasts, and scenario models to support workforce planning, organisational design, talent reviews, and management decisions.
Establish common definitions, reporting standards, and data-quality controls so workforce metrics are accurate, timely, secure, and consistently understood.
Partner with HR Operations, HR Centres of Excellence, Finance, and technology teams to improve data availability, automate reporting, and strengthen people analytics capability.
Present complex workforce information in clear, concise narratives and visualisations suited to senior management audiences.
Handle employee information in accordance with company data-governance, confidentiality, and access-control requirements.
Provide senior judgement on complex employee relations, performance management, and people risk issues.
Act as an escalation point for material people risks, balancing employee, business, and organisational considerations.
Ensure timely and accurate execution of core people processes and system updates (e.g. performance actions, employee lifecycle changes) where required, particularly in complex or high-risk situations.
Ensure people data, records, and decisions are correctly reflected in HR systems and documentations.
Identify patterns in people issues (e.g. recurring ER cases, performance failures, attrition, probation outcomes) and address underlying leadership, capability, or structural causes.
Work with HR Operations
Requirements
Significant experience in a senior HR Business Partner role, including employee relations, in a complex organisation.
Demonstrated deep understanding or accountability for workforce, succession, performance, or people cost outcomes.
Experience leading workforce planning and driving performance, organisational, or structural change initiatives.
Strong exposure to operational HR risk management in a business-facing role.
Proven ability to challenge senior leaders and drive difficult decisions.
Strong experience in HR or people analytics, including dashboard development, trend analysis, data interpretation, and translating findings into business recommendations.
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