Build, Scale & Operate Leading DTC Brands alongside A-Players

Maneuver Marketing

Our Vision, Mission & Success are fuelled by our commitment to be a driving force of positive change to the health of everyday consumers, providing conscious, high-quality & innovative supplement products.

In just 5 years, we kicked off our own DTC Health & Wellness brand from scratch and scaled it to USD$100M+ in annual sales, serving more than 3,000,000 customers worldwide with an average of 4,000 daily orders across 9 SKUs.

These results caught the attention of The Financial Times, as they ranked us among APACs top High-Growth Companies. We have also been awarded 2nd place on the E50 Awards, jointly organised by The Business Times and KPMG in Singapore.

This is just the beginning of our journey, and you could be part of the next stage of our growth!

Your Next Role

Join us as HR Business Partner supporting our high-growth Health & Wellness DTC teams, while reporting directly to the Head of People. As an essential member of our lean HR function, you will play a critical role in aligning our People Strategies with our ambitious growth targets.

You’ll partner with all departments in a matrix environment (Creative, Growth, Tech & Ops) and have direct contact with senior managers and leaders to turn business goals into people outcomes. Expect real ownership: run performance cadences, level pay decisions, uplevel managers, and automate HR ops with modern tooling. You’ll refine playbooks, policies, programs and strategies and prove impact with eNPS, cycle time, and retention metrics.

If you are looking for a challenge, eager to learn, love translating data into decisions, coaching managers, and building scalable, hybrid set-up, this role will stretch your craft and accelerate your career growth!

This is a fully remote role that involves close collaboration with Singapore-based stakeholders. Candidates should be able to provide at least 3–4 hours of working overlap each day within Singapore business hours (9:00 AM–6:00 PM SGT).

What You’ll do

Competency Frameworks, Performance Management & Compensation

Collaborate to keep job descriptions, levels, competency frameworks, and pay bands current and fit for scale

Support and strengthen job levelling and role clarity across functions

Orchestrate SMART KPIs linked to company OKRs, mid-cycle checkpoints, calibrations, and high-quality review narratives

Coach and train managers on feedback, bias checks, and PDPs/PIPs with clear success criteria

Convert review outcomes into 30/60/90-day development plans tied to skills, courses, and mentoring support

Help prepare compensation approval packs with compa-ratio, budget gates, parity checks, and transparent total-rewards rationale

Perform pre-offer checks and parity spot audits to support fair, consistent compensation decisions

Ensure performance and compensation processes are documented clearly and applied consistently across teams

Employee Engagement, Culture & Communications

Run quarterly pulses, segment insights, and publish action plans with clear owners and timelines

Translate engagement data into practical recommendations for leaders and managers

Support employee experience initiatives across both in-person and remote/distributed teams

Enable managers with comms packs, town hall content, and recognition rituals tied to company values

Help strengthen culture, connection, inclusion, and follow-through through clear communication and manager enablement

Measure impact through eNPS, inclusion index, message comprehension, and action completion rates

Onboarding, Offboarding & Transitions

Coordinate pre-boarding, access, equipment, and day-one readiness with IT, Finance, and Hiring Managers

Run structured 7/30/60/90/180-day onboarding schedules and capture early feedback to accelerate ramp

Improve onboarding processes to create a smoother, more scalable, and more consistent new hire experience

Support structured offboarding processes, ensuring documentation, handovers, and employee exits are managed professionally and thoroughly