HR Business Partner PIDG UTC+

About the Private Infrastructure Development Group

The Private Infrastructure Development Group (PIDG) is an innovative infrastructure project developer and investor which mobilises private investment in sustainable and inclusive infrastructure in sub-Saharan Africa and south and southeast Asia. PIDG investments promote socio-economic development within a just transition to net zero emissions, combat poverty and contribute to the Sustainable Development Goals (SDGs). PIDG delivers its ambition in line with its values of pioneering, partnership, safety, inclusivity, and urgency.

PIDG offers technical assistance for upstream, early-stage activities and concessional capital; invests in early-stage project development and project and corporate equity through its project development solution, Infra Co; its debt solution EAAIF (the Emerging Africa & Asia Infrastructure Fund) is one of the first and more successful blended debt funds in low-income markets; and its guarantees solution, Guarant Co, provides credit enhancement and local currency solutions to de-risk projects.

PIDG also supports a growing portfolio of local credit enhancement facilities, which unlock domestic institutional capital for infrastructure financing.

Since 2002, PIDG has supported 258 infrastructure projects to financial close, which provided an estimated 232 million people with access to new or improved infrastructure. PIDG is funded by the governments of the United Kingdom, the Netherlands, Switzerland, Australia and Sweden, and Global Affairs Canada.(Use the "Apply for this Job" box below)..org

As part of the global HR function of the PIDG Group, the HR Business Partner will work closely with the business teams and line managers of assigned business units, to deliver high-quality HR support and guidance to all staff in these business units and the rest of PIDG Asia office.

The role acts as a trusted advisor and strategic partner, contributing to both strategic initiatives and day-to-day operational HR activities.

This HR Business Partner role is ideal for a resourceful, personable and highly driven individual with a strong HR operations background who thrives in a dynamic, collaborative and matrixed environment. The role and must be able to navigate across multiple stakeholder relationships, flex seamlessly between strategic work and hands-on delivery and operate at pace across multiple HR domains.

This role will be responsible for the delivery of HR activities across the employee life cycle for all staff in the assigned business units globally but also for providing HR support for the Singapore office.

Key HR activities include but are not limited to recruitment, compensation and benefits, performance management, employee engagement and relations, talent development and group-level HR initiatives and projects.

Business Partnership

• Build strong, trusted relationships with managers and employees across assigned business units.
• Partner with leaders to understand business priorities, challenges, and talent needs, developing a deep understanding of their strategic objectives and operational context
• Provide proactive HR solutions that support business performance and organisational effectiveness, ensuring people plans align with broader business strategy.
• Act as a strategic advisor and sounding board for managers, constructively challenging and coaching them to strengthen leadership capability and embed a high‑performing, inclusive culture.

Core HR Activities

• Recruitment
  • Support end-to-end hiring processes, including job design, selection, and assessment.
• Provide guidance on reward structures and support annual processes.
• Ensure HR policies and procedures are updated at all times and aligned with the Group, covering all aspects of employment by being knowledgeable about local employment laws and policies.
• Review partnerships and work with vendors on the offering and administration of compensation and benefits programs, where relevant
• Performance Management
  • Ensure effective goal setting, mid-year and year-end reviews
  • Coaching managers on performance expectations and feedback.
• Employee Relations
  • Address employee issues constructively, ensuring…