Manager, HR Business Partnering .

About Us

Headquartered and listed in Singapore, CapitaLand Investment Limited (CLI) is a leading global real asset manager with a strong Asia foothold. As at 30 June 2024, CLI had S$134 billion of assets under management, as well as S$100 billion of funds under management held via six listed real estate investment trusts and business trusts and a suite of private real asset vehicles that invest in thematic and tactical strategies. Its diversified real estate asset classes include retail, office, lodging, industrial, logistics, business parks, wellness, self-storage and data centres.

Job Description

Plan HR and workforce strategy and organisation development

• Develop plan to deploy organization's workforce to maximize productivity in pursuit of organizational vision, mission, strategy and plans in consultation with stakeholders
• Collaborate with line managers to project future skills demand and supply
• Advise line managers on resource planning options
• Facilitate the redesign of the organization structure to deliver its vision, mission, strategy and plans in an effective and efficient manner
• Liaise with employees to evaluate effectiveness of organization development and change interventions
• Engage senior management to support organization development and change interventions

Attract talent

• Recommend sourcing channels to source the right candidates in line with business needs
• Prioritize critical open positions to be filled in consultation with line managers
• Guide hiring managers in selection of candidates with right competencies, experience and culture fit through effective screening and assessment processes
• Advise hiring managers on the principles of fair and unbiased employment selection practices
• Provide advice to business leaders and managers to position the organization as an employer of choice to secure candidates
• Secure involvement of business leaders in the onboarding processes to assimilate new hires effectively
• Guide onboarding managers to enhance effectiveness of orientation, induction and assimilation programmes

Develop talent

• Define learning and development needs based on business and staff capability needs
• Coach employees to refer to career development policy, framework and programmes for career progression in the organization
• Guide line managers in their understanding and usage of performance management policy, framework and processes
• Coach line managers to cascade key performance indicators and performance goals to employees aligned to business requirements
• Facilitate talent review sessions with line managers to identify and manage high-performing individuals for mission-critical roles within the organization
• Guide senior management to implement succession plans to identify and groom individuals to take over leadership roles within the organization

Engage talent

• Guide line managers in usage of compensation strategies and programmes to attract, motivate and retain workforce
• Review needs of the workforce to recommend non-monetary benefits options to the Compensation and Benefits manager
• Provide support to senior management in rolling-out employee engagement activities to motivate employees to deliver superior performance in fulfilling organizational requirements
• Promote cross-cultural management with stakeholders to embrace differences in perspectives, traditions and culture in working towards mutually agreed outcomes
• Manage labour relations to achieve work harmony and progress towards organisational goals

Separate talent

• Provide advice to line managers on managing voluntary employee exits to ensure employee leaves with a positive association with the organization
• Conduct exit interviews to gather feedback for better employee retention
• Recommend alternate strategies to prevent redundancies in the organisation
• Coach line managers to manage involuntary exits due to redundancy or other reasons
• Guide employees on outplacement support provided by the organisation
• Assist retiring employees on retirement process, obligations and post-retirement support available
• Facilitate reemployment of employees beyond retirement age in alignment with organization's retirement policies
• Advise line managers in retirement processes to ensure employee leaves with a positive association with the organization

Analytics and Insights

• Deploy a range of data mining tools and analytical techniques to create management information, business insights, and projections for HR and manpower planning purposes
• Apply data governance concepts and principles to identify, collect and prepare data for analytics and HR metrics benchmarking
• Resolve data availability and data quality challenges with data cleansing techniques
• Analyse financial and HR data by employing data mining, modelling, predictive analytics, and benchmarking tools and techniques to create insights and foresights to guide decision-making
• Correlate financial and HR data to design HR metrics, identify causal relationships, analyze trends, develop forecasts and projections, and draw insights and foresights for decision-making
• Develop insightful presentation derived from data analytics and HR metrics benchmarking using dashboards or data visualization tools
• Keep abreast of local and global HR trends and developments to provide further benchmarking insights on data analysis outcomes
• Derive relevant insights from analysis and recommend enhancements to the organization’s HR practices taking into consideration the business context and operating environment
• Manage relationships with people and communicate with impact and empathy so as to carry out the functional role of HR effectively

Relationships and Communication

• Plan and execute communication activities using the appropriate channels/ tools for the targeted audience
• Develop communication material/ information kits for the HR programmes/ activities to convey desired messages clearly and effectively to the targeted audience
• Present and communicate with impact and empathy through clarity in messages, and engaging audience through active listening and inquiry
• Demonstrate empathy and respect when handling difficult conversations, dilemmas or paradoxes - Adapt and tailor different styles and preferences when communicating to different audiences or stakeholder groups.
• Develop positive working relationships with people through strong inter-personal skills
• Establish credibility by gaining confidence of others through a demonstration of business and technical knowledge
• Build trust (being a trusted advisor) through assisting key stakeholders in solving people related issues successfully

Technology and Operational Excellence

• Deliver effective HR services in a cost efficient manner through an optimal and customer-centric service delivery operating model
• Review the range of HR services against their corresponding HR service delivery channels critically to identify opportunities for continuous improvement of service quality or costs reduction
• Implement and operate various aspects of the HR operating model to deliver HR services as set out in service management framework and in accordance with HR policies
• Implement HR transformation programmes to improve the effectiveness of HR service delivery and cost efficiency for the organization
• Adopt a service-oriented mindset and people-centricity in dealing with workforce and business stakeholders

Labour Policies and Legislation

• Comply with employment laws and regulations that would impact the business and employees of the organization
• Research and apply prevailing labour policies, employment laws and regulations, including but not limited to tripartism, employment laws for foreign nationals, Fair Consideration Framework
• Support line managers in drafting and issuing employment contracts, taking into account all relevant statutory terms and benefits
• Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, retirement, re-employment and termination guidelines

Manage team operations and performance

• Translate the long-term objectives for the Human Resources Business Partner function into tactical plans
• Manage team resources to ensure adequate staffing and capability levels
• Monitor the function's financial inflow and outflow against allocated budgets and forecasts
• Set individual objectives, periodically reviewing and assessing performance of direct reports
• Provide coaching and advice to junior team members - Assess feasibility of proposals to improve internal workflows
• Justify the resources required to support changes in resources, procedures, systems, or technology within the function
• Manage internal stakeholders beyond the team and external stakeholders to achieve shared goals

Benefits

• Flexible benefits with comprehensive medical coverage for self and family
• Training and development opportunities
• Subsidized rates at Ascott serviced residences
• Strong advocate of staff volunteerism
• Wellness programmes

Closing Statement:

At CapitaLand, we advocate fair employment practices, and recruit talents based on merit and fit with our Corporate values. We provide equal opportunity for all qualified persons and build an inclusive workplace regardless of race, gender, age, religious belief or nationality.

Only shortlisted candidates will be notified.