Vice President, Organisation & People (Business Partner)

Introduction

The Vice President, Human Resources Business Partner (HRBP) is a senior individual contributor who partners closely with senior management across multiple and diverse business functions, to deliver effective, well governed people solutions aligned with Temasek’s business and organisational priorities.

As a trusted advisor, the VP HRBP contributes to shaping and implementing the HR and people agenda by translating business drivers into clear, pragmatic HR goals, strategies, and solutions. The role operates in close partnership with HR Centres of Excellence (CoEs), balancing strategic contribution, organisation & workforce effectiveness capability, and disciplined execution in a fast paced and performance-driven environment.

Responsibilities

Strategic HR Business Partnering & Advisory

• Partner business leaders to provide sound, commercially grounded HR advice, aligned to business objectives and people priorities.
• Support the Senior HR Business Partner in shaping and delivering people and organisational strategies, contributing insights and recommendations rather than solely executing tasks.
• Apply judgement and experience to anticipate people risks and opportunities, escalating or advising as appropriate.
• Provide HR partnership across multiple and diverse business functions, adapting HR advice and solutions to reflect differing performance drivers, talent profiles, and operating models, while maintaining consistency and governance at organisational level.

Talent, Performance & Workforce Planning

• Partner leaders on talent identification, succession planning, and development actions across different population segments.
• Play a key role in performance management and merit processes, ensuring robust differentiation, fairness, and alignment with organisational standards.
• Provide guidance on complex people decisions, escalating higher‑risk or sensitive matters appropriately.
• Partner with business leaders to develop workforce planning that enable optimal resourcing strategies aligned with business objectives and longer term capability needs.

Organisation & Workforce Effectiveness, Culture & Change

• Contribute to organisation and workforce effectiveness initiatives, including organisational design, workforce planning, role clarity, team effectiveness, and leadership capability building.
• Partner with business leaders to shape culture, employee engagement, talent agendas, and change initiatives.
• Support business and organisational change through structured analysis, planning, stakeholder engagement, and disciplined execution.

Rewards, Employee Relations & Compliance

• Provide compensation support including salary planning, incentive allocations and long-term incentive (LTI) distribution.
• Manage and resolve all types of employee relations matters, fairly representing all interests and exercising sound professional judgement.
• Ensure compliance with HR policies, governance standards, and appropriate risk management.

HR Governance, Quality and Risk Discipline

• Apply rigorous attention to detail and sound professional judgement to ensure well‑governed HR advice, documentation, and decision‑making across all people matters.
• Ensure accuracy, consistency, and integrity in high‑risk and sensitive areas including performance outcomes, remuneration decisions, and employee relations.
• Balance responsiveness to business needs with sound governance, judgement, and risk awareness to safeguard organisational, regulatory, and reputational interests.

Requirements

• Minimum 10 years of progressive HR experience, with significant HR Business Partnering experience
• Proven experience supporting senior leaders across diverse business functions
• Practical exposure to organisation & workforce effectiveness, workforce planning, and change initiatives
• Experience in investment management, financial services, or similarly complex environments preferred

Core Competencies

• Strong business and commercial acumen
• Strategic thinking with disciplined execution
• Organisation & workforce effectiveness capability
• Effective coaching and influencing skills
• Strong planning and project management capability
• Ability to leverage data and insights
• Sound judgement, professionalism, and discretion
• Meticulous, detail-oriented, quality driven execution