Our client is a large, complex organisation operating in a fast-moving, competitive sector. They're scaling their operations and executing an ambitious business strategy that demands rigorous workforce planning, strong people decisions, and reliable insights. They're looking for a senior HR leader who can be both a strategic business partner and a data translator - someone who turns workforce information into the insights that drive better decisions and better outcomes.

This is a high-impact, senior role reporting to the HR leadership team, with direct access to business unit leaders and executive stakeholders across the organisation. It's a role where your influence on workforce strategy directly strengthens the company's ability to execute.

The Role

You'll partner with business unit leaders and executive teams on the people and organisational decisions that matter most - workforce planning, succession risk, performance management, and people cost trade-offs. You'll build and own the company's people analytics capability, translating complex workforce data into clear, actionable insights that guide leadership decisions. This is a dual-focused role: HR business partner and trusted analytics advisor, with accountability across workforce capability, leadership continuity, cost management, and operational people risk.

Key Responsibilities

1. Strategic Workforce Planning & Business Partnership

Translate business strategy and financial plans into workforce and organisational implications
Lead workforce planning, people cost reviews, and scenario-based trade-off discussions with business leaders
Design and execute organisational and workforce changes that improve execution, productivity, and cost outcomes
Challenge senior leaders on people and organisational decisions, building their capability over time

2. People Analytics & Workforce Insights

Own and maintain a suite of HR dashboards and workforce reports for enterprise and business-unit decision-making
Analyse company-wide people data - headcount, attrition, retention, demographics, internal movement, performance, engagement, succession, and people cost
Identify trends, correlations, and emerging risks; translate findings into practical recommendations for business and HR leaders
Develop forecasts and scenario models to support workforce planning, organisational design, and talent reviews
Establish consistent definitions, reporting standards, and data-quality controls across all workforce metrics
Present complex workforce information in clear, concise narratives suited to senior management

3. Leadership Pipeline & Capability Risk

Assess succession and capability risks in critical roles; drive mitigation actions
Diagnose organisational, leadership, and performance issues; determine and implement appropriate actions
Build a strong bench-strength view of leadership availability and capability

4. People Risk & Operational Stewardship

Provide senior judgement on complex employee relations, performance management, and people risk issues
Act as escalation point for material people risks, balancing employee, business, and organisational considerations
Ensure core people processes operate with integrity and efficiency
Identify patterns in people issues and address underlying leadership, capability, or structural causes
Partner with HR operations to simplify processes and improve service quality

Ideal Candidate Profile

6+ years of significant experience in a senior HR Business Partner role in a complex, matrix-driven organisation
Demonstrated track record of leading workforce planning, performance management, organisational change, or people cost initiatives
Strong exposure to operational HR risk management in a business-facing capacity
Proven ability to challenge senior leaders and drive difficult, outcome-focused decisions
Advanced experience in HR or people analytics — dashboard development, trend analysis, data interpretation, and translating findings into business recommendations
High proficiency in Excel and workforce reporting or visualisation tools; comfortable working with HR information systems and large people datasets
Deep understanding of core HR disciplines and employment legislation
Systems thinker with operational discipline and a bias for simplification and root-cause problem-solving
Advanced capability in decision-making, collaboration, and customer orientation

Within 12 months, you'll establish a trusted, company-wide people analytics suite; align workforce strategy to business priorities; and build credibility with senior leaders as a strategic advisor who improves the quality of people and organisational decisions.

CEI: R1219292

EA License: 23C1501

Judobi (Singapore) Pte. Ltd.

Human Resource Business Partner - Manager (Corporate Functions)