HR Partner (JR11077), Ang Mo Kio

Strategic Partnership Align people strategies and initiatives with business objectives for designated business units. Act as a key partner to management on HR-related topics, providing data-driven insights and recommendations. Analyze HR trends and metrics in collaboration with the wider HR team to develop and enhance policies, programs, and processes. Employee Relations & Performance Management Manage and resolve complex employee relations issues, ensuring effective, thorough, and objective investigations. Provide day-to-day guidance to line managers on performance management, including coaching, counseling, career development, and disciplinary actions. Support initiatives that foster a positive work climate and reinforce a culture of respect, collaboration, and accountability. HR Programs & Project Management Partner with management and employees to enhance work relationships, build morale, and improve productivity and retention. Provide clear HR policy guidance and interpretation to managers and employees. Support the development of employment terms for new hires, promotions, and internal transfers in line with company guidelines and market practices. Talent Development & Capability Building Conduct skills and competencies gap analysis at organization, team, and role level to support business and operational needs. Identify training and development needs at both team and individual levels (including leadership / executive coaching needs). Support the design, implementation, and evaluation of training programs, ensuring they meet business needs and that learning objectives are achieved. Promote career development and internal mobility within the organization. Compliance, RBA & Reporting Ensure full legal and regulatory compliance across all aspects of HR operations. Maintain strong knowledge of employment law and best practices, and advise management on risk mitigation. Deploy Responsible Business Alliance (RBA) tools and methodologies (e.g., SAQ, VAP / audits, risk assessment) and ensure timely completion across relevant organizations. Support sites in closing audit non-conformities and implementing robust corrective and preventive actions (CAPA), in partnership with relevant stakeholders. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. Minimum 5-8 years of experience in Human Resources, including at least 3 years as an HR Business Partner. Experience in the semiconductor front-end industry or a similar high-tech, high-reliability manufacturing environment. Proven ability to operate in a complex, matrixed organization and to perform in a fast-paced, high-demand environment. Demonstrated ability to build trust and engage effectively with employees and managers at all levels. Strong understanding of employment law and HR compliance standards. Skills Communication: Excellent verbal and written communication skills, with the ability to convey complex topics clearly and succinctly. Analytical Skills: Strong problem-solving and analytical capabilities comfortable using data and HR metrics to drive decisions and recommendations. Interpersonal & Influencing: Strong interpersonal, stakeholder management, and negotiation skills able to challenge constructively and influence outcomes. Organization & Execution: Highly organized, able to manage multiple priorities and deliver high-quality results within deadlines. Talent & Development Mindset: Ability to assess competencies, identify development needs, and translate them into concrete learning and development actions. Change Management: Comfortable driving and supporting change (organization, culture, processes), with the ability to engage, communicate, and support managers and employees through transitions.