Head of People - SGPH

About this opportunity:

The Head of People (People Business Partner) drives the People Strategy and People Experience to enable business performance and growth. Acting as a trusted advisor to leaders, the role integrates People philosophies into decision-making, leveraging insights, workforce planning, and organizational development to build future-ready capabilities.

This role fosters a strong performance and feedback culture, champions diversity and inclusion, and ensures fair and impactful reward practices. It also supports business transformation and influences key decisions through data-driven people insights, creating a high-performing and transparent work environment where people can thrive.

What you will do:

1. Strategic Partnership & Business Impact

• Lead and implement the People Strategy aligned with business priorities
• Act as a trusted advisor to senior leaders, influencing decisions through people analytics and insights
• Contribute to organizational design, workforce planning, and capability transformation
• Support major business changes including M&A, restructuring, and transformation initiatives

1. Talent & Performance

• Drive career growth and internal mobility, ensuring alignment with business needs
• Identify capability gaps and implement buy/build talent strategies
• Foster a strong performance culture, coaching leaders on performance management and feedback (IPM)
• Support succession planning, promotions, and talent reviews

1. Culture, Engagement & Leadership

• Champion a feedback culture and employee engagement, leveraging insights from VOICE and other tools
• Guide leaders in building a positive employee experience, aligned with company values and leadership culture
• Inspire change, innovation, and continuous improvement

1. Diversity, Equity & Inclusion

• Drive D&I initiatives and track progress against targets
• Advocate for inclusive leadership and challenge bias in hiring, promotions, and talent decisions

1. Rewards & Recognition

• Support execution of Annual Salary Review (ASR), off-cycle adjustments, STV, and incentive programs
• Ensure fair, transparent, and competitive reward practices
• Guide leaders in differentiating and recognizing high-impact contributors

1. Collaboration & Governance

• Partner with local, regional, and global People teams to deliver integrated solutions
• Ensure compliance with labor laws, policies, and internal guidelines
• Promote health, safety, and wellbeing, supporting a thriving workplace environment

• Effective People Strategy execution aligned with business priorities
• Strong succession pipelines and increased internal fill rate
• Measurable uplift in leadership capability and culture
• High employee engagement (VOICE) with clear action impact
• Strong retention of critical and high-potential talent
• Quality and consistency in Talent & Performance Management (IPM, Talent Reviews)
• Delivery of fair, competitive, and compliant rewards within budget
• Progress in Diversity & Inclusion outcomes
• Full compliance and governance adherence
• Successful delivery of people aspects in transformation initiatives