HR Business Partner, Fragrance & Beauty Products & Corporate Functions, Singapore

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Hr SpecialistPeople

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Overview

ABOUT THE ROLE Reporting to the Head of P&O, Fashion and WFJ SEAA and Singapore & Export Markets,

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Hr SpecialistPeople

About the Role

~1 min read

Reporting to the Head of P&O, Fashion and WFJ SEAA and Singapore & Export Markets, the HR Business Partner for Fragrance & Beauty Products and Corporate Functions is a strategic advisor to the Business Division. The role enables business performance and growth by shaping a future-fit organisation, strengthening leadership and talent, and translating people strategy into measurable outcomes.

Operating in a 1-to-few strategic partnering model, the HRBP focuses on complex, high-impact people and organisation decisions. The role partners leaders early on organisation design, strategic workforce planning, leadership, talent, performance and culture, while mobilising the People Solutions & Operations Hub, Centres of Expertise and HR Operations for scalable execution, manager enablement and employee lifecycle support.

The HRBP brings an integrated Singapore market perspective, adapts regional and enterprise solutions to the business context, and combines commercial judgement, insight-led advice, trusted challenge and strong change leadership with disciplined follow-through.

To enable business performance and growth by shaping a future-fit organisation, strengthening leadership and talent, and translating people strategy into measurable outcomes through trusted partnership with the business.

Shape a future-fit organisation by translating business strategy into clear choices on organisation, capabilities, roles, ways of working and workforce shape.
Elevate leadership, talent and performance by strengthening succession, development, feedback and performance discipline, with clear leader ownership and follow-through.
Be a partner anchored in insights and outcomes, using workforce data, organisation health indicators and external perspectives to diagnose risks and inform decisions.
Enable business and workforce agility through strategic workforce planning, organisation effectiveness and disciplined change leadership.
Champion engagement, inclusion and culture to create an accountable, high-performing environment.
Transform P&O delivery by reducing duplication and building leader and manager self-sufficiency.

Build a deep understanding of FBP and Corporate Functions priorities, operating context, workforce economics and critical capabilities.
Partner with the Division leaders early on high-impact people and organisation decisions; coach and challenge with clarity and courage.
Translate regional and market people strategies into a focused agenda with explicit outcomes, ownership and measures.

Lead organisation diagnosis and design, including accountabilities, interfaces, spans, layers and capability implications.
Drive strategic workforce planning and make visible the choices and trade-offs across capacity, capability, productivity and succession.
Support transformation through clear change plans, stakeholder alignment, adoption and business continuity.

Strengthen leadership effectiveness through targeted coaching, team interventions and clear development priorities.
Drive rigorous talent and succession discussions, connecting critical roles, internal pipelines, mobility and external perspectives.
Build leader ownership for performance, feedback, recognition and consequence management.
Use engagement and organisation insights to shape focused interventions and track progress.

Orchestrate the right P&O expertise around business priorities, with clear briefs, decision rights, hand-offs and escalation paths.
Partner the People Solutions & Operations Hub on scalable manager enablement, core people-cycle deployment, workforce insights and project delivery.
Partner HR Operations on employee lifecycle services, process excellence, compliance and data integrity, avoiding duplication of transactional work.
Provide structured feedback to COEs, the Hub and HR Operations to improve solutions and the employee and manager experience.

Progress against agreed business and people priorities, and quality and timeliness of organisation decisions and transformation milestones.
Improved organisation health, workforce sustainability and productivity indicators relevant to the supported businesses.
Strength and readiness of succession pipelines; quality of talent discussions and development follow-through; leader confidence in managing performance.
Leader feedback on the value of HRBP partnership and visible use of people insights in decision-making.
Progress on engagement and culture priorities, including stronger accountability and inclusive leadership practices.
Reduced duplication, appropriate use of P&O channels and adoption of standard tools, processes and self-service.

Shaping consequential organisation and people decisions with business leaders.
Connecting strategy, insight and execution across different business contexts.
Building leadership capability and strong, future-ready talent pipelines.
Navigating transformation and ambiguity while maintaining trust, pace and business continuity.
Creating clarity across a matrix and enabling others to succeed through the right operating model.

Responsibilities

~1 min read

→Demonstrated strategic HR business partnering experience in a complex, matrixed and fast-moving environment.
→Strong business and commercial acumen, with the ability to connect people and organisation choices to performance, growth and client outcomes.
→Proven capability in organisation design, strategic workforce planning, leadership advisory, talent, succession and performance.
→Influential communication and trusted challenge, with the judgement to navigate ambiguity, competing priorities and senior stakeholders.
→Change leadership capability, including stakeholder alignment, adoption planning and sustained embedding of new ways of working.
→Analytical and digital fluency, translating workforce data and qualitative insight into clear choices and action.
→Enterprise mindset and collaborative discipline, with the ability to mobilise expertise across P&O rather than solve every need within the HRBP role.
→Courage, curiosity and learning agility, with a practical bias for outcomes, simplification and continuous improvement.

At Chanel, we put people first. Each employee is treasured for their own identity and values, and every individual is supported to become the best version of themselves.
A dynamic, creative and inclusive environment where you can make a real impact on people, organisation and culture.
The opportunity to shape business outcomes across distinctive businesses in Singapore and contribute within an evolving regional P&O operating model.
Opportunities to learn and grow through exposure to enterprise, regional and market perspectives.

At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to Chanel.