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!

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).

• 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

• 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

• 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