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 organisation's workforce to maximise productivity in pursuit of organisational 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 organisation structure to deliver its vision, mission, strategy and plans in an effective and efficient manner - Liaise with employees to evaluate effectiveness of organisation development and change interventions - Engage senior management to support organisation 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 organisation 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 organisation - 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 organisation - Guide senior management to implement succession plans to identify and groom individuals to take over leadership roles within the organisation 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 organisational 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 organisation - 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 remployment of employees beyond retirement age in alignment with organisation's retirement policies - Advise line managers in retirement processes to ensure employee leaves with a positive association with the organisation 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 creat