Human Resource Business Partner

Maneuver Marketing

22d•Remote

About The Position

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. You’ll 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).

Requirements

5–8 years HR experience as an HRBP, partnering with manager-level stakeholders in fast-paced, remote-first teams.
Proven experience driving E2E People process across multiple fronts simultaneously in a matrix environment, supporting overall strategy while owning implementation, training and follow-ups with respective stakeholders and timeframes
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, enabling you to work seamlessly with digital records, databases, and communication critical to workplace operations
Effective, streamlined & clear written/verbal communication skills interacting and influencing internal (e.g. Leaders, Managers & Employees) and external stakeholders

Nice To Haves

Ideally with a mix of consultancy & in-house background, expertise within the D2C/Performance Marketing space is advantageous yet not mandatory

Responsibilities

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