[Hiring] Human Resource Business Partner @Maneuver Marketing

Role Description

Join 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.

You’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.
• Refine playbooks, policies, programs and strategies and prove impact with eNPS, cycle time, and retention metrics.

If 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!

This 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).

Qualifications

• 5–8 years HR experience as an HRBP, partnering with manager-level stakeholders in fast-paced, remote-first teams.
• Ideally with a mix of consultancy & in-house background; expertise within the D2C/Performance Marketing space is advantageous yet not mandatory.
• Proven experience driving E2E People process across multiple fronts simultaneously in a matrix environment.
• Strong organisational & time management skills to prioritise effectively & streamline processes.
• Excellent knowledge of time management principles (Gantt Charts) & SaaS highly preferred (Asana, Monday, etc…).
• Proficiency with Google Workspace and other office management tools such as Notion, Asana and Slack.
• Effective, streamlined & clear written/verbal communication skills interacting and influencing internal and external stakeholders.

Requirements

• Collaborate to keep job descriptions, levels, competency frameworks, and pay bands current and fit for scale.
• Support and strengthen job levelling and role clarity across functions.
• Orchestrate SMART KPIs linked to company OKRs, mid-cycle checkpoints, calibrations, and high-quality review narratives.
• Coach and train managers on feedback, bias checks, and PDPs/PIPs with clear success criteria.
• Convert review outcomes into 30/60/90-day development plans tied to skills, courses, and mentoring support.
• Help prepare compensation approval packs with compa-ratio, budget gates, parity checks, and transparent total-rewards rationale.
• Perform pre-offer checks and parity spot audits to support fair, consistent compensation decisions.
• Ensure performance and compensation processes are documented clearly and applied consistently across teams.
• Run quarterly pulses, segment insights, and publish action plans with clear owners and timelines.
• Translate engagement data into practical recommendations for leaders and managers.
• Support employee experience initiatives across both in-person and remote/distributed teams.
• Enable managers with comms packs, town hall content, and recognition rituals tied to company values.
• Help strengthen culture, connection, inclusion, and follow-through through clear communication and manager enablement.
• Measure impact through eNPS, inclusion index, message comprehension, and action completion rates.
• Coordinate pre-boarding, access, equipment, and day-one readiness with IT, Finance, and Hiring Managers.
• Run structured 7/30/60/90/180-day onboarding schedules and capture early feedback to accelerate ramp.
• Improve onboarding processes to create a smoother, more scalable, and more consistent new hire experience.
• Support structured offboarding processes, ensuring documentation, handovers, and employee exits are managed professionally and thoroughly.
• Help manage employee lifecycle transitions, including internal moves and role changes where needed.
• Translate annual OKRs and quarterly business plans into clear people actions with options, trade-offs, and recommendations.
• Run structured intakes, document decisions, and maintain stakeholder maps and action trackers.
• Facilitate fast, audit-ready decisions across teams and track SLAs, CSAT, and lead times.
• Partner with stakeholders across functions to align people practices with business priorities.
• Execute Joiner-Mover-Leaver processes flawlessly with versioned docs, evidence, and timely provisioning.
• Build knowledge base articles, forms, automated workflows, and simple dashboards for SLAs and data quality.
• Maintain compliance calendars, remediate defects quickly, and support audit readiness without rework.
• Help ensure core People processes are accurate, well-documented, and operationally strong.
• Map role competencies to learning paths and support assignments, nudges, and recertifications.
• Design practice-rich content and manager coaching guides.
• Measure behavior and performance change over time and translate learning efforts into practical business value.
• Report time-to-proficiency, mobility, certification, and ROI narratives each quarter.

Benefits

• Opportunity to work in a fast-paced, high-growth environment.
• Fully remote role with flexible working hours.
• Collaborate with a diverse team of A-players.
• Access to professional development and growth opportunities.