Human Resources Business Partner

We Elevate… You

Join Schindler and help us elevate our world: Use your skills to allow megacities to grow. With our elevators and escalators, we keep the urban world moving

Since 1874 Schindler has been a City maker with proud reputation for elevating not only buildings, but the well-being of everyone who lives and works in them. People, passion, and innovation are the pillars of our success

Jardine Schindler Group (JSG) is a joint venture between Jardine Matheson (est.1832) and Schindler Group(est.1874). JSG is specialized in design, engineer, install, maintain and modernize elevators, escalators and moving walkways in Hong Kong, Malaysia, Singapore, Thailand, Indonesia, Taiwan, Vietnam, the Philippines, Macau, Myanmar, Brunei and Cambodia. On average, 100 million people throughout the Asia Pacific regions will be transported by equipment supplied and maintained by JSG on any given day.

Join us as a

HR Business Partner.

Job Summary

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to business leaders and employees, aligning people strategies with organizational objectives. This role is responsible for driving talent, organizational effectiveness, employee relations, compensation and benefits programs, global mobility initiatives, and performance management practices to support business growth.

The HRBP will play a key role in designing and implementing Total Rewards strategies, leading compensation planning and market benchmarking activities, managing global mobility programs, and handling complex employee relations matters while ensuring compliance with applicable labor laws and company policies.

Key Responsibilities

Total Rewards and Compensation Management

• Lead annual compensation planning processes, including salary reviews, merit increases, incentive programs, and promotion recommendations.
• Partner with business leaders to develop competitive and equitable compensation strategies that attract and retain top talent.
• Conduct compensation benchmarking and market pricing analyses using external salary survey data.
• Evaluate internal pay structures and ensure alignment with compensation philosophy, internal equity, and market competitiveness.
• Provide guidance on job evaluation, job leveling, salary offers, and pay decisions.
• Support the design, implementation, and communication of Total Rewards programs, including compensation, benefits, recognition, and wellness initiatives.
• Monitor compensation trends and recommend improvements to Total Rewards programs based on market practices and business needs.
• Ensure compliance with compensation-related regulations and internal governance requirements.

Global Mobility

• Manage end-to-end global mobility processes, including international assignments, expatriate and inpatriate programs, relocations, and cross-border employee movements.
• Ensure compliance with local labor laws, immigration requirements, tax considerations, and company policies across multiple jurisdictions.

Employee Relations

• Serve as the primary HR advisor on employee relations matters, ensuring consistent and fair application of company policies and procedures.
• Conduct and lead investigations involving employee complaints, workplace misconduct, policy violations, grievances, harassment, discrimination, and ethics concerns.
• Manage disciplinary processes, including counseling, warnings, performance improvement plans (PIPs), and terminations.
• Partner with leaders to address performance management concerns and improve employee effectiveness and accountability.
• Provide coaching and guidance to managers on employee relations best practices, conflict resolution, and difficult workplace situations.
• Analyze employee relations trends and recommend proactive measures to mitigate organizational risk.
• Ensure compliance with labor legislation, employment standards, and company policies.

Performance Management and Talent Development

• Drive the annual performance management cycle, including goal setting, year-end evaluations, and calibration discussions.
• Support managers in identifying and addressing performance gaps through coaching and development plans.
• Facilitate talent reviews and succession planning discussions.
• Partner with Learning & Development teams to identify capability-building opportunities.
• Promote a high-performance culture through effective talent management practices.