HR Business Partner, Assistant Manager (Consumer & Customer Ops)

About the job

Our client is a growing organisation building a stronger, more inclusive and high-performing culture. They’re at a scale where people strategy is becoming critical to business success – and they need an experienced HR generalist who can balance strategic thinking with hands-on execution. They’re looking for an HR Partner who understands that great culture comes from good decisions, clear feedback, and people-led change.

This is an independent, strategic role reporting to the Senior HR Partner, with direct exposure to executive leadership, business unit heads, and frontline teams across the organisation. You’ll be the trusted advisor on people matters – solving problems, planning for growth, and shaping how leaders develop their teams.

The Role

You’ll act as strategic advisor and consultant to business leadership, translating business priorities into practical, executable people plans. You’ll manage a broad spectrum of people matters – from succession planning and organisational design to performance management and employee relations – with the goal of strengthening organisational capability, engagement, and business performance. This role requires you to move fluidly between high-level strategic thinking and hands-on HR problem-solving.

Key Responsibilities

1. Strategic Business Partnership

• Partner with executive leadership and department heads to understand business priorities and translate them into practical people strategies
• Lead organisational design, change management, and restructuring initiatives to ensure teams are optimised for agility and scale
• Analyse workforce trends, employee feedback, and HR metrics to develop insights and recommend data-informed interventions
• Provide clear advice and constructively challenge stakeholders on people decisions

2. Talent & Workforce Planning

• Lead workforce and organisational planning activities, including headcount management, role design, succession planning, and capability development
• Partner with Talent Acquisition to define hiring requirements and ensure a strong pipeline of diverse, qualified candidates
• Work with Total Rewards to ensure competitive compensation structures and career progression pathways

3. Employee Relations & Performance Management

• Serve as trusted advisor to managers and employees on workplace issues, conflict resolution, and policy interpretation
• Manage employee matters with sound judgement, appropriate confidentiality, and timely escalation of complex cases
• Oversee the annual performance review cycle; guide managers through objective goal-setting, fair appraisals, and structured feedback
• Coach managers on effective feedback, performance improvement plans, and career development conversations

4. Operational Excellence

• Ensure core HR processes operate with integrity and efficiency
• Handle employee information with appropriate confidentiality and professionalism
• Manage multiple priorities independently and follow through on agreed outcomes

Ideal Candidate Profile

• Bachelor’s degree in Human Resources, Business Administration, Organisational Psychology, or equivalent practical experience
• 4–6 years of HR experience, preferably in a dedicated HRBP or HR generalist role supporting business units
• Working knowledge of core HR disciplines: employee relations, performance management, talent management, recruitment, and rewards
• Sound knowledge of employment legislation and HR best practices
• Advisory and influencing skills – able to build credibility and constructively challenge stakeholders
• Strong judgement and problem-solving ability; you assess people matters objectively and develop balanced solutions
• Data literacy – ability to interpret workforce data and employee insights to guide decisions
• Excellent communication skills across different organisational levels
• Integrity and discretion when handling sensitive employee matters
• Collaborative mindset – you work effectively across the HR team to deliver integrated solutions

You’ll be the go-to person for leadership on people strategy, performance, and culture – building credibility through sound judgment, clear advice, and follow-through on outcomes that matter.

CEI: R1219292

EA License: 23C1501

Judobi (Singapore) Pte. Ltd.

Tagged as: Change Management, Pipeline Management