HR Business Partner, Principal

As a dynamic, fast-moving global organisation, we are seeking an HRBP, Principal to partner strategically with regional business leaders and lead cross-functional HR initiatives across a complex, multi-country region.

This role requires a strategic HR partner with strong business acumen and the ability to influence outcomes through relationships, insight and execution. The successful candidate will go beyond relationship management and presence, bringing clarity, pace and measurable outcomes to how HR supports the business. They will be intellectually curious, have strong learning agility, business acumen and a history of innovating in their role.

You will partner closely with regional business leaders based in Singapore, whose teams span multiple locations across APJ, helping shape direction, challenging existing ways of working and ensuring HR delivers measurable, long-term value to the organisation. This role is suited to an individual who is high in contribution, commercially minded, solutions-oriented and able to roll up their sleeves when required.

As a member of the APJ HR team, you will also lead and drive functional and global HR initiatives and programs, contributing to the broader people strategy for the region.

· Act as the primary HR Business Partner to regional leaders based in Singapore, whose teams span multiple locations, aligning HR priorities and outcomes to their business plans within their functions and markets.

· Translate business strategy into practical people solutions that improve performance, capability and organisational effectiveness, applying sound judgement to recommend the right course of action.

· Contribute to efficient, scalable HR foundations, continuously improving processes, governance and ways of working.

· Advise business leaders on organisational design and talent decisions, drawing on workforce data and market insight.

· Lead and drive cross-functional HR initiatives and programs across multiple countries, driving ownership, capability and results.

· Partner on organisational change initiatives, including restructures and workforce transformation, working with key stakeholders to support employees through the transition and sustain workforce outcomes.

· Provide guidance and support on complex employee relations matters, exercising sound judgement to ensure compliant, consistent and pragmatic outcomes, while continuously strengthening people practices and leadership capability.

· Lead and drive critical APJ and Global HR initiatives and projects, partnering with diverse stakeholders across regions and time zones to deliver tangible outcomes.

· Proven experience as a strategic HR Business Partner in a multi-country, matrixed environment, ideally across Asia-Pacific.

· Track record of delivering change and building HR capability, not just maintaining existing models.

· Experience contributing to and strengthening HR operational foundations while maintaining strategic focus.

· Experience of both Global and Medium sized organisations.

· Comfortable operating in fast-paced, ambiguous environments and working across multiple time zones.

· Demonstrated ability to lead and drive cross-functional programs and initiatives independently, influencing outcomes without direct-report authority.

· Hands-on, humble style with a strong preference for action and accountability, comfortable operating as a senior individual contributor.

· Strategic Partnering: builds trusted relationships across teams and functions; collaborates and thought-partners with business leaders, bringing curiosity and challenging ideas, processes and assumptions with fresh perspectives; coaches, challenges and raises the performance of stakeholders without relying on formal authority; communicates clearly and listens actively; and holds self and partners accountable for results.

· Business Knowledge: understands the external market, competitors and trends; leverages knowledge of the organisation's structure and operating model; and connects workforce and financial decisions to measurable business outcomes.

· Talent Management: develops workforce and talent strategies aligned to business needs; coaches and mentors leaders; and identifies and closes talent gaps to build high-performing teams.

· Marginal Thinking & Decision Making: applies sound judgement, critical thinking and economic reasoning to identify gaps and risks under ambiguity; asks incisive questions to get to the root of issues; and makes clear, pragmatic recommendations that maximise value, with the resilience to see them through.

· Principle Based Management: champions PBM principles — virtue, knowledge, comparative advantage and incentives — to guide decision-making and drive engagement.