HR Business Partner

Singapore·SingaporePermanent, Full-timemid

Hr SpecialistPeople

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Quick Summary

Overview

Ninja Van is a tech-enabled logistics company on a mission to provide hassle-free delivery services for businesses of all sizes across Southeast Asia. Launched in 2014,

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Hr SpecialistPeople

Ninja Van is a tech-enabled logistics company on a mission to provide hassle-free delivery services for businesses of all sizes across Southeast Asia. Launched in 2014, we started operations in Singapore and have become the region's largest and fastest growing last-mile logistics company, partnering with over 35,000 merchants and delivering more than 1,000 parcels every minute across six countries.

At our core, we are a technology company that is disrupting a massive industry with cutting-edge software and operational concepts. Powered by algorithm-based optimisation, dynamic routing, end-to-end tracking and a data-driven approach, we provide best-of-class delivery services that delight both the shippers and end customers. But we are just getting started! We have much room for improvement and many ideas that will further shape the industry.

Summary of the position:-

The Senior HR Business Partner acts as a key strategic advisor to the Head of Human Resource for Singapore, translating business strategy — including new and emerging manpower requirements arising from the company's ongoing business pivot — into actionable workforce plans. He/she proactively develops workforce plans, identifies capability and headcount gaps, advises management on employment compliance matters, and partners with business leaders to co-create people solutions that enable the organisation's evolving objectives. The role works in close partnership with the Recruitment (Blue & White Collar) and HR Operations functions to ensure workforce plans and compliance requirements are translated into effective execution.

Workforce Planning & Organisation Design

Partners with the Head of HR and business/department leaders to translate business strategy — including new directions arising from the business pivot — into headcount and workforce plans (build, buy, borrow or redeploy).

Leads annual and ad-hoc workforce planning exercises, forecasting manpower demand against the current organisation structure.

Conducts capability and skills gap analyses against current and future business needs, and recommends closing strategies (reskilling, upskilling, hiring, restructuring).

Designs and proposes new roles, job families and reporting structures required to support emerging business lines.

HR Business Partnering & Advisory

Serves as the primary HR point of contact and trusted advisor to assigned business unit(s)/department heads on people-related matters.
Proactively analyses people data (attrition, vacancies, engagement survey results, exit interviews) to shape data-driven recommendations to management.
Solutions together with business leaders on new and emerging manpower requirements as the business pivots, translating ambiguous business needs into concrete HR plans.
Builds and maintains strong stakeholder relationships through regular business/operations reviews and consultation sessions.
Advises management and department heads on Singapore employment legislation, MOM regulations (including the work pass framework, Employment Act and Tripartite Guidelines) and related statutory obligations.
Partners with the HR Operations team to ensure HR policies, contracts and practices stay compliant with regulatory changes, escalating and closing gaps as needed.
Provides guidance on complex or sensitive employee relations matters, applying sound judgement within local legislative parameters.

Employment Compliance & Risk Advisory

Partners closely with the Recruitment team (blue & white collar) to translate workforce plans into hiring plans, prioritise critical roles and calibrate sourcing strategy for new manpower requirements.
Partners closely with the HR Operations team to ensure new organisation structures, role changes and headcount movements are accurately reflected in the HRIS, contracts and policies.
Acts as a key thought partner to the Head of HR, representing Singapore HR in relevant business and management forums as required.

8-10 years of progressive HR experience, including substantial time in HR Business Partnering or workforce planning roles, ideally supporting a Singapore-based team through periods of organisational change or business transformation;

Degree in Human Resources, Business Administration or a related field.

Working knowledge of Singapore employment legislation, MOM guidelines and the work pass framework (EP/S Pass/Work Permit);

Strong stakeholder management and consulting skills, with the ability to influence business leaders and cross-functional HR teams (Recruitment, HR Operations) without direct authority;

Prefer candidates with experience managing or supporting large workforces.

Demonstrated experience conducting workforce/manpower planning and skills/capability gap analysis;

Strong analytical skills and comfort working with HR data and metrics to drive recommendations;

Excellent communication and presentation skills, with sound judgement to operate in ambiguous, fast-changing business contexts;

Proficiency in Microsoft Excel/Google Sheets; familiarity with HRIS systems.

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