PURPOSE OF THE ROLE

The Director, HR Business Partner is the strategic People partner to the Integrated Services leadership team in Singapore. The role drives the people agenda required to support business performance, transformation and growth across ENGIE's Integrated Services activities.

The incumbent works closely with business leaders to translate business strategy into workforce plans, organisation design, talent strategies and leadership capabilities. Acting as a trusted advisor and constructive challenger, the role ensures the business has the right talent, structure and culture to achieve operational and financial objectives while maintaining compliance with ENGIE policies and local regulations.

The position leads a team (matrix reporting) of HR Operations, Recruitment and Learning Admin, and orchestrates support from People Development & DEI, Compensation & Benefits and Process, Organisation & Systems (POS) to deliver an integrated People experience.

ROLE DESCRIPTION

Strategic Business Partnering

• Serve as the primary HR advisor to the Integrated Services Singapore Managing Director and Leadership Team.
• Contribute actively to business strategy discussions as a full member of the leadership team.
• Provide workforce insights and people implications for business decisions, growth initiatives and operational changes.
• Challenge, influence and coach leaders to improve organisational effectiveness and people outcomes.
• Ensure alignment between the business strategy and the People agenda.

Organisational Design & Transformation

• Lead organisation reviews, restructuring initiatives and workforce transformation projects.
• Drive organisation effectiveness through appropriate spans and layers, role clarity and workforce optimisation.
• Support mergers, acquisitions, integrations and divestment activities where applicable.
• Assess workforce implications of business changes and develop implementation plans.

Strategic Workforce Planning

• Develop workforce plans aligned to business growth, operational requirements and budget assumptions.
• Anticipate future capability requirements and talent risks.
• Partner business leaders on headcount planning, productivity and resource allocation.
• Utilise workforce analytics to support evidence-based decision making.              

Talent Management & Succession

• In partnership with People Development & DEI team, lead annual talent review, succession planning and people governance processes.
• Identify key positions and critical talent pipelines.
• Drive leadership development and internal mobility across the business.
• Ensure robust development plans for key talent and succession candidates.

Performance & Leadership Effectiveness

• Ensure high-quality implementation of ENGIE's performance management processes.
• Coach leaders on performance management, capability building and difficult conversations.
• Support leaders in managing organisational culture and employee engagement.
• Strengthen leadership capability consistent with ENGIE's Ways We Lead framework.

Employee & Industrial Relations

• Provide strategic guidance on employee relations matters.
• Support the management of unions, employee representatives and collective issues where applicable.
• Partner Legal and Employee Relations specialists on complex investigations and employment matters.
• Mitigate workforce and organisational risks through proactive intervention.

Diversity, Equity & Inclusion

• Drive initiatives supporting ENGIE's diversity ambitions.
• Advocate inclusive leadership and fair employment practices.
• Monitor diversity metrics and support actions to improve representation and inclusion.

Compensation & People Governance

• Partner Compensation & Benefits team on workforce affordability, reward proposals and organisational changes.
• Ensure compensation decisions are aligned with governance requirements and market competitiveness.
• Participate in key people governance forums and decision-making committees.
• Ensure compliance with ENGIE policies and applicable labour legislation.

Team Leadership

• Lead, coach and develop the HR team dedicated to Integrated Services business activity.
• Drive consistent HR practices across the different business divisions.
• Elevate the operational capabilities of the HR Operation Leads.
• Foster a high-performance, collaborative and customer-focused HR team culture.

REQUIREMENTS       

• Degree in Human Resources, Psychology, Business, or a related discipline
• 12–15 years of progressive HR experience.
• At least 5 years in a senior HRBP or HR leadership role.
• Experience supporting large operational workforces, preferably within facilities management, industrial services, infrastructure, engineering, energy or technical services environments.
• Demonstrated experience in organisation transformation, workforce planning and talent management.
• Experience managing and developing HR team
• Strong knowledge of day-to-day HR operations, including employee administration, recruitment coordination, performance cycle administration, employee relations support, and HR documentation
• Good knowledge of HR systems, employee data management, and preparation of regular HR reports
• Strong attention to detail, organisation, and ability to manage multiple HR processes accurately and on time
• Ability to coordinate and support HR workstreams for projects such as business integration, and restructuring
• Practical stakeholder management and service-oriented approach in supporting employees and managers
• Sound judgment, discretion, resilience, and professional integrity
• Strong understanding of the Singapore business environment and the ability to translate business priorities into practical people, organisation, and compliance solutions