Manager, HRBP Rail

Job Purpose

The Manager, HRBP is responsible for delivering responsive, hands-on HR support to assigned Business Units while partnering leaders on workforce and organisational priorities. The role oversees recruitment, staffing and deployment, performance and talent processes, policy compliance, employee and industrial relations, workforce reporting and team delivery.

Working closely with business leaders and specialist HR teams, the role provides practical advice on complex people matters, ensures consistent and compliant execution, develops the direct report/s, and contributes to workforce planning, organisational change and continuous improvement to support operational effectiveness and sustainable people outcomes.

Responsibilities

1. Operational HR partnering: Serve as the primary HR contact for assigned Business Units, maintain regular ground engagement with leaders and employees, understand day-to-day operational realities and provide timely, practical advice on workforce and people matters.
2. Employee relations and case management: Independently manage performance, attendance, misconduct, grievance, disciplinary, appeal and employee welfare cases from fact-finding through closure; prepare accurate documentation, coordinate stakeholders, advise managers on proportionate action and ensure procedural fairness, consistency and timely follow-up.
3. Industrial relations: Support constructive engagement with unions and employee representatives; address operational concerns, prepare management positions and case materials, participate in discussions and ensure commitments and follow-up actions are properly recorded and implemented.
4. Workforce deployment and staffing: Work closely with operational leaders and Plans Branch on manpower requirements, vacancies, recruitment priorities, deployment, transfers, temporary arrangements, shift or roster-related people implications and workforce movements to maintain service continuity and workforce stability.
5. Performance cycle delivery: Coordinate goal setting, performance reviews, moderation, promotion, talent review and succession activities; guide BU on quality submissions, challenge inconsistencies, track completion and ensure agreed development, retention or performance actions are implemented.
6. HR policy, compliance and governance: Interpret and apply HR policies, collective agreements and Singapore employment requirements; maintain case files and decision records, monitor exceptions, identify control gaps and escalate material legal, employee or reputational risks promptly.
7. HR operations coordination: Partner Centres of Excellence on payroll, benefits, recruitment, learning, compensation and HR system matters; resolve escalated employee or manager queries, monitor service delivery and drive issues to closure.
8. People data and operational reporting: Monitor headcount, vacancies, attrition, absenteeism, overtime, performance cases, employee movements and other workforce indicators; validate data, analyse trends and provide concise insights and action recommendations to management.
9. Team supervision: Allocate work, set service and documentation standards, review complex cases and key submissions, coach team members (where applicable) and ensure responsive, consistent and high-quality HR support across the assigned portfolios.
10. Strategic business partnering: Develop a sound understanding of business priorities, the operating model and workforce profile; advise leaders on people implications and translate agreed priorities into a focused HR plan with clear owners, milestones and measures.
11. Workforce and organisation planning: Contribute to manpower planning, organisation and role reviews, capability planning and succession readiness; assess operational feasibility and support implementation of approved changes.
12. Change and continuous improvement: Lead or support restructuring, workforce transition, policy implementation and HR improvement projects; assess people impacts, coordinate communications and execution, monitor adoption and recommend practical improvements based on operational feedback and outcomes.

Qualifications & Work Experience

• Recognised degree in Human Resources, Business Administration, Organisational Psychology or a related discipline; relevant postgraduate or professional HR qualification is advantageous.
• Typically at least 8 years of progressive, broad-based HR experience, including substantial HR business partnering experience and direct, hands-on responsibility for day-to-day workforce operations, employee relations, performance and conduct cases, manpower movements and core employee lifecycle processes in a complex operational environment.
• Demonstrated ability to work closely with frontline and senior leaders, understand operational workforce issues and independently manage HR matters and cyclical processes from diagnosis through implementation and closure, with accurate documentation, sound advice and policy-compliant execution.
• Proven experience leading or coaching HR professionals, managing multiple priorities and delivering outcomes through others, supported by strong knowledge of Singapore employment legislation, fair employment practices and HR governance requirements; industrial relations experience is advantageous.

Skills

• Good leadership, interpersonal and communication skills
• Ability to work independently
• Strong data analysis and problem-solving skills.
• Proficient in using the suite of Microsoft Office programmes such as Excel, Powerpoint and Words.
• Familiar with the use of SAP as a human resource infosystem.
• Communication: Communicates complex or sensitive matters clearly and appropriately in writing and in person, including with senior management and employee representatives.
• Integrity and confidentiality: Demonstrates professionalism, courage and consistency in handling sensitive information and difficult decisions.