Fractional HR Director

The Fractional HR Director provides senior HR leadership and strategic counsel to BeeX's founders and management team, without the cost of a full-time executive hire. This person will work closely with the existing HR Operations team to elevate BeeX's people strategy, strengthen organizational design, and ensure the company's HR foundations can scale with its engineering and commercial ambitions — while day-to-day HR operations, systems, and employee support continue to be run by the internal HR team.

• Partner with the CEO and leadership team to shape and execute BeeX's people strategy in line with business growth plans across Singapore, Malaysia, and future markets.

• Provide strategic oversight of organizational design, headcount planning, and workforce scenario modelling (Singapore, Malaysia, and other locations under consideration).

• Guide to compensation and benefits strategy, including salary benchmarking, grade structures, and pay equity, in partnership with the internal HR team.

• Advise and sponsor performance management frameworks, including appraisal cycles, probation reviews, and performance improvement processes.

• Provide governance and quality assurance over HR compliance matters, including Singapore MOM work pass strategy, SSIC classification, and Malaysia cross-border employment considerations.

• Coach and mentor the internal HR Specialist and People Operations team on process design, HR systems, and case handling for complex matters.

• Act as a senior escalation point for sensitive employee relations issues, disciplinary matters, and leadership coaching needs.

• Support talent strategy and senior hiring for critical engineering, sales, and finance roles, including input on job architecture and interview frameworks.

• Shape learning and development strategy, including manager capability building (e.g. training needs assessments for engineers promoted into people-management roles).

• Report to the CEO and, where relevant, the Board on HR metrics, risks, and people-related business impact.

• Ideally 10+ years of progressive HR experience, including at least 3–5 years in an HR leadership role (Head of HR, HR Director, or equivalent), ideally in a startup, deep-tech, engineering, or manufacturing environment.

• Demonstrated experience building or scaling HR functions in a growth-stage company (roughly 30–200 employees).

• Strong working knowledge of Singapore employment law and MOM work pass frameworks; familiarity with Malaysian employment practices is a strong advantage.

• Experience with compensation benchmarking, grade structures, and performance management design.

• Comfortable operating in a fractional/advisory capacity — able to prioritise high-leverage strategic work and coach a lean internal team rather than run day-to-day operations personally.

• Excellent stakeholder management skills, with the credibility to advise founders and engineering leaders directly.

• Experience in engineering, robotics, marine/offshore, or other technical/deep-tech sectors is a plus.

• Market competitive salary

• Growth opportunities that align with your direct ability in helping the company, rather than an arbitrary corporate ladder

• ESOP / equity participation

• Healthcare support

• Special access to industry events

• Well-stocked pantry with nice snacks

• Support for skills upgrading / learning credits