About Us

MoneyHero Limited (NASDAQ: MNY) is a leading tech- and AI-powered personal finance aggregation and comparison platform that provides consumers with actionable insights to discover, compare, and choose the best financial products with confidence — bringing data intelligence and seamless digital access across insurance and banking solutions. The Company operates in Singapore, Hong Kong, Taiwan and the Philippines. MoneyHero had over 280 commercial partner relationships as at 30 June 2026, and had approximately 3.7 million Monthly Unique Users across its platform for the year ended 30 June 2026.

About the Job

As the People Business Partner, based in Hong Kong, you will play a key role in supporting business growth and championing the company values through strong business partnering practices and the delivery of People & Talent initiatives.

Your primary business partnering scope will be supporting the business functions across the region, including Commercial, Business Development, Insurance, Marketing, and Creatory. You will work closely with business and functional leaders to translate commercial priorities into practical people, talent, and organisation strategies that strengthen capability, performance, engagement and retention .

You will partner with regional and local stakeholders to ensure that People & Talent initiatives, policies and decisions are implemented effectively and consistently, while taking appropriate account of local business and employment considerations.

You will work closely with People Operations, Talent Acquisition and other People & Talent colleagues to support a consistent employee experience, effective people processes and high-quality delivery across the employee lifecycle.

Key responsibilities:

1. Business Partnering and Commercial People Strategy

• Serve as the primary People Business Partner for the business functions across the region, including Commercial, Business Development, Insurance, Marketing and Creatory.
• Partner with business and functional leaders to understand commercial priorities and translate them into practical workforce, talent and organisational plans.
• Provide commercially focused advice on organisation design, workforce planning, team structures, role clarity, leadership capability, productivity and scaling.
• Partner with business leaders and Talent Acquisition colleagues on workforce plans, hiring priorities, internal mobility, succession options and recruitment strategies to support business growth.
• Build trusted relationships with senior stakeholders, providing thoughtful challenge and practical solutions where appropriate.
• Support leaders to strengthen organisational health, team effectiveness, management capability and execution.

2. Performance, Talent & Workforce Management

• Drive effective performance management practices across the supported functions, including goal setting, continuous feedback, performance differentiation, and development planning.
• Coach leaders to hold effective performance and development conversations, address performance concerns early and build accountability within their teams.
• Lead or support talent reviews, succession planning, and development plans for critical roles and high-potential talent.
• Identify talent risks, flight risks, succession gaps, and critical role dependencies and develop practical mitigation and retention plans.
• Partner with leaders on workforce planning, organisation design, internal mobility, and headcount management.
• Use people data, attrition trends, engagement feedback and recruitment insights to identify themes, inform decisions and recommend practical actions.

3. Employee Relations, Risk and Governance

• Provide coaching and guidance to leaders on employee relations and people matters, including performance concerns, grievances, investigations, disciplinary processes and organisational changes.
• Manage or support complex employee relations cases, ensuring matters are handled fairly, consistently, sensitively and with appropriate documentation.
• Provide practical guidance on the application of People & Talent policies, practices and decisions in the relevant business and local-market context.
• Ensure people practices are aligned with internal governance requirements and applicable employment laws and regulations.
• Escalate higher-risk cases appropriately and work with relevant internal stakeholders to achieve timely, practical and sound resolution.
• Partner with People Operations and other relevant teams to ensure employee lifecycle activities are delivered consistently and in accordance with applicable requirements.

4. Employee Engagement & Culture

• Champion employee engagement, culture and retention initiatives across the supported functions.
• Use engagement feedback, attrition trends, and other people insights to identify themes and partner with leaders on targeted action plans.
• Strengthen communication, morale, trust, collaboration, and inclusion across the supported functions.
• Support organisational change, business transformation and evolving team structures, with a focus on clear communication, thoughtful implementation and effective change adoption.
• Foster high standards of behaviour, ethical conduct and open, transparent communication.

5. Strategic People Initiatives & Cross-Functional Partnership

• Support the implementation of MoneyHero Group and regional People & Talent initiatives across the supported functions.
• Partner with regional and local stakeholders to adapt and implement initiatives appropriately, taking account of local business needs and employment considerations.
• Contribute to key annual and ad hoc people processes, including performance cycles, compensation reviews, engagement programmes, policy enhancements and HR transformation initiatives.
• Identify opportunities to improve people processes, employee experience and operational effectiveness.
• Partner with People Operations and relevant internal teams to support a consistent employee experience and delivery standards across the employee lifecycle.
• Coordinate with People Operations on core employee lifecycle processes, including onboarding, offboarding, payroll coordination, and compensation and benefits administration.
• Partner with Talent Acquisition colleagues and hiring managers on recruitment planning, priority roles, candidate-market insights and effective hiring decisions.
• Support leaders to deliver a high-quality hiring experience, including clear role requirements, effective selection processes and timely decision-making.

In this role, we are looking for someone with:

• At least 6–8 years of progressive People & Talent experience, with substantial experience in HR business partnering.
• Proven experience partnering with commercial, sales or other revenue-generating teams, ideally in a regional or multi-market environment.
• Strong commercial acumen, with the ability to understand business priorities and translate them into practical people and talent strategies.
• Demonstrated experience advising senior leaders on workforce planning, organisation design, performance management, talent management, succession planning, employee engagement, and retention.
• Hands-on experience managing or supporting complex employee relations matters, including grievances, investigations, disciplinary matters, performance concerns, and organisational changes.
• Sound understanding of employment practices and the ability to apply People & Talent policies and programmes appropriately across different business and market contexts.
• Experience partnering with Talent Acquisition teams and hiring managers on workforce planning, recruitment strategy and critical hiring needs.
• Strong stakeholder management and influencing skills, with the confidence to build trusted relationships with senior leaders and challenge constructively.
• Strong analytical skills and experience using people data, attrition trends, engagement insights, and recruitment metrics to support decision-making.
• Strong project management and execution skills, with the ability to manage multiple priorities in a fast-paced and evolving environment.
• Comfortable operating with a high degree of autonomy and working effectively across regional and local stakeholder groups.
• High levels of judgement, discretion, integrity, and professionalism when handling confidential and sensitive matters.
• Excellent written and verbal communication skills in English, Cantonese and Mandarin.
• A recognised degree in Human Resources, Business Administration, Psychology, or a related discipline.Professional HR certification would be an advantage.

Good to Have

• Experience working in technology, fintech, financial services, or another regional high-growth environment.
• Experience supporting People initiatives across multiple Asian markets.
• Strong change management capability.
• Strong service mentality and ability to build trust, credibility, and confidence with stakeholders.
• Resourceful, hands-on, and able to prioritise effectively in a lean and fast-paced environment.

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