Human Resource Business Partner

ph3Build, Scale Operate Leading DTC Brands alongside A-Players /h3 pbManeuver Marketing /b 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. /p pIn 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. /p pThese 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. /p pThis is just the beginning of our journey, and you could be part of the next stage of our growth /p h3Your Next Role /h3 pJoin 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. /p pYou’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. /p pIf 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 /p pThis is a fully remote role that involves close collaboration with Singapore-based stakeholders. Candidates should be able to provide at least 3–4 hours of working overlap each day within Singapore business hours (9:00 AM–6:00 PM SGT). /p h3What You’ll do /h3 h3Competency Frameworks, Performance Management Compensation /h3 ul liCollaborate to keep

job description
s, levels, competency frameworks, and pay bands current and fit for scale /li liSupport and strengthen job levelling and role clarity across functions /li liOrchestrate SMART KPIs linked to company OKRs, mid-cycle checkpoints, calibrations, and high-quality review narratives /li liCoach and train managers on feedback, bias checks, and PDPs/PIPs with clear success criteria /li liConvert review outcomes into 30/60/90-day development plans tied to skills, courses, and mentoring support /li liHelp prepare compensation approval packs with compa-ratio, budget gates, parity checks, and transparent total-rewards rationale /li liPerform pre-offer checks and parity spot audits to support fair, consistent compensation decisions /li liEnsure performance and compensation processes are documented clearly and applied consistently across teams /li /ul h3Employee Engagement, Culture Communications /h3 ul liRun quarterly pulses, segment insights, and publish action plans with clear owners and timelines /li liTranslate engagement data into practical recommendations for leaders and managers /li liSupport employee experience initiatives across both in-person and remote/distributed teams /li liEnable managers with comms packs, town hall content, and recognition rituals tied to company values /li liHelp strengthen culture, connection, inclusion, and follow-through through clear communication and manager enablement /li liMeasure impact through eNPS, inclusion index, message comprehension, and action completion rates /li /ul h3Onboarding, Offboarding Transitions /h3 ul liCoordinate pre-boarding, access, equipment, and day‑one readiness with IT, Finance, and Hiring Managers /li liRun structured 7/30/60/90/180-day onboarding schedules and capture early feedback to accelerate ramp /li liImprove onboarding processes to create a smoother, more scalable, and more consistent new hire experience /liliSupport structured offboarding processes, ensuring documentation, handovers, and employee exits are managed professionally and thoroughly /li liHelp manage employee lifecycle transitions, including internal moves and role changes where needed /li /ul h3Business Partnering Stakeholder Management /h3 ul liTranslate annual OKRs and quarterly business plans into clear people actions with options, trade-offs, and recommendations /li liRun structured intakes, document decisions, and maintain stakeholder maps and action trackers /li liFacilitate fast, audit‑ready decisions across teams and track SLAs, CSAT, and lead times /li liPartner with stakeholders across functions to align people practices with business priorities /li /ul h3HR Operations, Compliance HRIS /h3 ul liExecute Joiner‑Mover‑Leaver processes flawlessly with versioned docs, evidence, and timely provisioning /li li