Assistant Vice President, 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 31 March 2024, CLI had S$134 billion of assets under management as well as S$100 billion of funds under management (FUM) held via six listed real estate investment trusts and business trusts, and more than 30 private vehicles across Asia Pacific, Europe and USA.  Its diversified real estate asset classes cover retail, office, lodging, business parks, industrial, logistics, self-storage and data centres.

Job Description

Plan HR and workforce strategy and organisation development - Propose HR strategies and plans to organisation's current and future business strategy in consultation with business leaders - Advise business leaders on implications of current and future workforce supply and demand - Advise business managers on ways to address manpower shortfalls or surpluses - Secure buy-in from senior stakeholders to redesign organisation structure to deliver its vision, mission, strategy and plans in an effective and efficient manner - Engage business leaders to establish business imperatives for organisational development or change management initiatives Attract talent - Liaise with business leaders to develop hiring standards for sourcing candidates for leadership roles - Prioritise recruitment needs across the organisation based on criticality to the business - Promote principles of fair and unbiased employment selection practices to hiring managers and business leaders - Recommend shortlisted senior candidates to business leaders for offers of employment - Advocate employee value proposition to strengthen employer brand in the market to secure candidates - Recommend onboarding strategies to business leaders to enhance retention of new hires Develop talent - Collaborate with business leaders and learning managers to focus on organisation's learning and development strategies and meet business requirements - Coach business leaders to align career goals, aspirations and rotations of the workforce with the business strategy of the organisation - Liaise with business leaders to define key performance indicators for senior roles in line with business strategy and objectives - Guide business leaders to cascade key performance indicators and performance goals to their employees and communicate performance ratings - Partner with business leaders to identify and develop high-performing talent based on organisation's ideal talent profile Engage talent - Secure buy-in from business leaders on compensation policies and programmes - Advise senior business leaders on deviations from organisation's compensation management policies - Garner support for benefits policies and programmes from business leaders - Partner with business leaders to champion employee engagement programmes - Collaborate with business leaders to foster a diverse and inclusive employment culture - Lead negotiations and relationship building with trade unions, work councils, employee forums and similar bodies on a range of labour-related issues Separate talent - Guide business leaders to comply with legal obligations when dealing with vonluntary exits - Recommend alternate HR policies to business leaders to minimise the impact of redundancies - Guide business leaders in communicating involuntary exit decisions and options to affected employees - Promote re-employment of employees beyond their retirement age with business leaders 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 - Perform trend analysis by understanding the competitive environment in which the business interacts - Look across a series of data and anticipate implications of business activity on HR practices - Perform market sensing by obtaining and maintaining knowledge of competitive practices within relevant labour markets such as industry, local, and professional competitors - Understand the business strategy and determine its implications on the workforce - Recommend HR strategies as a result of workforce implications of business strategy and ensure that workforce requirements are fulfilled and both business and employees interests are maintained - Review and develop future-ready Human Resource policies and strategies, referencing local and global HR trends and best practices, taking into consideration context, economic outlook and available support to meet business needs - Recommend HR policies, practices or strategies that competitively position organisation as an employer of choice - Assess the extent of in-house HR analytics capability and engage with external providers of benchmarking analytics services to supplement identified gaps - Review employee data handlin