About Oliver Wyman

Oliver Wyman is a global leader in management consulting. With offices in more than 70 cities across 30 countries, Oliver Wyman combines deep industry knowledge with specialized expertise in strategy, operations, risk management, and organization transformation.

The firm has 7,000 professionals around the world who work with clients to optimize their business, improve their operations and risk profile, and accelerate their organizational performance to seize the most attractive opportunities. Oliver Wyman is a business of Marsh McLennan [NYSE: MMC].

For more information, visit www.oliverwyman.com. Follow Oliver Wyman on X @OliverWyman.

Job title:

Human Resources Business Partner (Parental Cover-15 Month Contract starting October 2025 until January 2027).

Office/region:

Singapore - Asia Pacific Region (APR)

Job overview:

The HRBP will oversee all Oliver Wyman (OW) talent management initiatives for APR support functions, approx. 185 staff (e.g. Finance, Marketing, Office Services, Knowledge, etc.). The primary point of contact for all TM needs who will partner with leadership, managers and the global talent management (TM) team on topics including, but not limited to, performance management, employee engagement, change management, training & development, employee relations, rewards and recruitment & onboarding.

Key Responsibilities:

Performance Management & Compensation

• Lead regional / global performance management processes
• Support managers in addressing performance-related issues – performance improvement plans, exit management
• Add value through contributing views on performance context, including employee relations related matters where needed
• Provide performance management system support, partnering with the build team on technical issues/enhancements
• Use data to track employee performance YOY to help support insights
• Partner with the Talent Management and Compensation Teams to manage the annual salary review process to ensure accuracy, effectiveness, compliance and equity
• Provide training and guidance on system and process expectations
• Research, collect and analyze internal and external compensation data to provide guidance to managers in determining compensation recommendations as needed

Business Partnering

• Act as a trusted advisor and coach to managers/ regional senior leadership team (SLT) providing guidance on the full employee life cycle including performance management processes, employee engagement initiatives, and conflict resolution, enhancing team dynamics, employee morale and productivity
• Utilize data to provide stakeholders with actionable insights on talent metrics, enabling informed decision-making and proactive management of employee performance and engagement
• Collaborate with stakeholders to ensure HR initiatives and talent management strategies align with overall business/function goals and objectives, facilitating effective workforce planning and development
• Foster a strong community of managers who leverage one another’s expertise and serve as a support system
• Partner with Learning & Development on training plans, promote continuous learning, identify skills gaps

Employee Relations

• Work closely with the HR Operations to manage employee grievances and conflict resolution
• Facilitate communication between employees and management
• Provide advice and guidance regarding policy and/or employee issues, leveraging the HR Operations and Employee Relations teams as necessary
• Be available for any ad hoc discussions on employee performance with managers and/or the local leadership
• Ensure the firm acts in compliance with labor laws and company policies
• Anticipate potential problems and develop alternate plans of action with managers

Global / Regional Employee Engagement

• Develop and lead special employee engagement initiatives regionally
• Review employee experience and wellbeing scorecards and take action
• Lead regional roll out of global talent value proposition initiatives and new global processes
• Lead the togetherness initiative working closely with regional HC teams and managers, reviewing flexible working requests, and guide management of non-compliance
• Assist in managing organizational changes and providing support during periods of change
• Contribute to the development and management of global and regional projects (e.g., talent reviews and succession planning) in partnership with the global Talent Management team
• Adapt global initiatives to the APR region and implement them in a way that aligns global business goals with local/regional nuances

Recruiting & Onboarding

• Lead levelling evaluation for new roles and provide guidance to managers on elevating job descriptions to attract top talent
• Partner with the compensation team to determine competitive salaries for new roles/markets ensuring consistency with OW's compensation philosophy
• Meet with final round candidates to test cultural compatibility and provide an overview of OW's performance management/compensation processes and talent value proposition initiatives highlights
• Lead Buddy assignment and onboarding processes for new hires in collaboration with hiring managers and HR Operations

Experience required:

• At least 8 years of relevant experience (HRBP or similar roles in an international organization)
• Good understanding of and exposure to professional services / consulting or multi-national corporate environment
• Bachelor’s Degree, professional HR qualification or equivalent work experience
• Knowledge of local employment laws and practices
• Knowledge and practical experience in talent management, succession planning, employee engagement and retention

Skills and Attributes:

• Fluency in English with strong written and verbal communication skills
• Attention to detail and a high level of accuracy in all tasks
• Strong organizational skills: Ability to prioritize, manage time effectively, and juggle multiple tasks to meet deadlines
• Excellent interpersonal skills: Proven ability to establish positive relationships with clients and collaborate with diverse teams across cultures
• Self-motivated and resilient: Flexible attitude with a willingness to step outside of job descriptions as needed with an international mindset, cross cultural competence
• Confidentiality: Comfortable working with sensitive data and topics
• Team player: Capable of functioning independently while contributing to a collaborative, fast-paced environment
• Problem resolution mindset: Creative, strategic thinker who continually seeks ways to improve processes
• Research and presentation: Skilled in developing viewpoints and facilitating discussions across multiple levels of the organization
• Professional representation: Ability to represent the department and company effectively
• Decision-making and judgment: Strong skills in coaching, conflict management, and professional judgment
• Technical proficiency: Competent in Microsoft Office, including word processing, presentation, and database skills