Human Resource Business Partner

Build, Scale & Operate Leading DTC Brands alongside A-Players

Maneuver Marketing

Our Vision, Mission & Success are fuelled by our commitment to be a driving force of positive change to the health of everyday consumers, providing conscious, high-quality & innovative supplement products.

In just 5 years, we kicked off our own DTC Health & Wellness brand from scratch and scaled it to USD$100M+ in annual sales, serving more than 3,000,000 customers worldwide with an average of 4,000 daily orders across 9 SKUs.

These results caught the attention of The Financial Times, as they ranked us among APACs top High-Growth Companies. We have also been awarded 2nd place on the E50 Awards, jointly organised by The Business Times and KPMG in Singapore.

This is just the beginning of our journey, and you could be part of the next stage of our growth!

Your Next Role

Join us as HR Business Partner supporting our high-growth Health & Wellness DTC teams, while reporting directly to the Head of People. As an essential member of our lean HR function, you will play a critical role in aligning our People Strategies with our ambitious growth targets.

You’ll partner with all departments in a matrix environment (Creative, Growth, Tech & Ops) and have direct contact with senior managers and leaders to turn business goals into people outcomes. Expect real ownership: run performance cadences, level pay decisions, uplevel managers, and automate HR ops with modern tooling. You’ll refine playbooks, policies, programs and strategies and prove impact with eNPS, cycle time, and retention metrics.

If you are looking for a challenge, eager to learn, love translating data into decisions, coaching managers, and building scalable, hybrid set-up, this role will stretch your craft and accelerate your career growth!

This is a fully remote role that involves close collaboration with Singapore-based stakeholders. Candidates should be able to provide at least 3–4 hours of working overlap each day within Singapore business hours (9:00 AM–6:00 PM SGT).

What You’ll do

Competency Frameworks, Performance Management & Compensation

• Collaborate to keep job descriptions, levels, competency frameworks, and pay bands current and fit for scale
• Support and strengthen job levelling and role clarity across functions
• Orchestrate SMART KPIs linked to company OKRs , mid-cycle checkpoints, calibrations, and high-quality review narratives
• Coach and train managers on feedback, bias checks, and PDPs/PIPs with clear success criteria
• Convert review outcomes into 30/60/90-day development plans tied to skills, courses, and mentoring support
• Help prepare compensation approval packs with compa-ratio, budget gates, parity checks, and transparent total-rewards rationale
• Perform pre-offer checks and parity spot audits to support fair, consistent compensation decisions
• Ensure performance and compensation processes are documented clearly and applied consistently across teams

Employee Engagement, Culture & Communications

• Run quarterly pulses , segment insights, and publish action plans with clear owners and timelines
• Translate engagement data into practical recommendations for leaders and managers
• Support employee experience initiatives across both in-person and remote/distributed teams
• Enable managers with comms packs, town hall content, and recognition rituals tied to company values
• Help strengthen culture, connection, inclusion, and follow-through through clear communication and manager enablement
• Measure impact through eNPS, inclusion index, message comprehension, and action completion rates

Onboarding, Offboarding & Transitions

• Coordinate pre-boarding, access, equipment, and day-one readiness with IT, Finance, and Hiring Managers
• Run structured 7/30/60/90/180-day onboarding schedules and capture early feedback to accelerate ramp
• Improve onboarding processes to create a smoother, more scalable, and more consistent new hire experience
• Support structured offboarding processes, ensuring documentation, handovers, and employee exits are managed professionally and thoroughly
• Help manage employee lifecycle transitions, including internal moves and role changes where needed

Business Partnering & Stakeholder Management

• Translate annual OKRs and quarterly business plans into clear people actions with options, trade-offs, and recommendations
• Run structured intakes, document decisions, and maintain stakeholder maps and action trackers
• Facilitate fast, audit-ready decisions across teams and track SLAs, CSAT, and lead times
• Partner with stakeholders across functions to align people practices with business priorities

HR Operations, Compliance & HRIS

• Execute Joiner-Mover-Leaver processes flawlessly with versioned docs, evidence, and timely provisioning
• Build knowledge base articles, forms, automated workflows, and simple dashboards for SLAs and data quality
• Maintain compliance calendars, remediate defects quickly, and support audit readiness without rework
• Help ensure core People processes are accurate, well-documented, and operationally strong

Learning & Development

• Map role competencies to learning paths and support assignments, nudges, and recertifications
• Design practice-rich content and manager coaching guides
• Measure behavior and performance change over time and translate learning efforts into practical business value

Report time-to-proficiency, mobility, certification, and ROI narratives each quarter

How You’ll Succeed

Maneuver is an OKRs, KPIs & data-driven company, we are not Mad (Wo)Men (Well, not all), but Math (Wo)Men. As a result, a number of metrics will constitute the basis of your performance and success within this role and the company:

• Culture, Employee Engagement & Satisfaction: eNPS, Turnover, Pulse Study Results
• HR Ops: Onboarding success rate, HCM/HRIS accuracy & P-Files documentation
• Perf. Management: Appraisal completion & Bi-Annual Perf. Management. efficiency
• L&D: Implementation of 70/20/10 model across all teams

What You Bring

• 5–8 years HR experience as an HRBP, partnering with manager-level stakeholders in fast-paced, remote-first teams. Ideally with a mix of consultancy & in-house background, expertise within the D2C/Performance Marketing space is advantageous yet not mandatory
• Proven experience driving E2E People process across multiple fronts simultaneously in a matrix environment, supporting overall strategy while owning implementation, training and follow-ups with respective stakeholders and timeframes
• Strong organisational & time management skills to prioritise effectively & streamline processes. Excellent knowledge of time management principles (Gantt Charts) & SaaS highly preferred (Asana, Monday, etc…)
• Proficiency with Google Workspace and other office management tools such as Notion, Asana and Slack, enabling you to work seamlessly with digital records, databases, and communication critical to workplace operations
• Effective, streamlined & clear written/verbal communication skills interacting and influencing internal (e.g. Leaders, Managers & Employees) and external stakeholders