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Recruitment Business Partner - Insurance RPO

Location: Singapore, Central Singapore SG


Requisition Number: 2456

Position Title: Recruitment Business Partner

External Description:

Job Title: Recruitment  Business Partner  - Insurance RPO

About Randstad Sourceright:

Randstad Sourceright is a global talent leader, providing solutions and expertise that help companies position for growth, execute on strategy and improve business agility.

Sourceright’s delivery encompasses all facets of the talent acquisition of permanent employees and the contingent and contractor workforce. Key offerings include Managed Services Provider (MSP) programs, Recruitment Process Outsourcing (RPO) and Integrated Talent Management services (ITM) which blends RPO and MSP.

Working for a multi-country organisation means working with clients and colleagues with diverse backgrounds. This results in a digital way of working and requires a proactive growth mind-set to deliver the advisory mind set our clients expect.


The Recruitment Business Partner (RBP) is responsible for  ensuring the client and relevant stakeholders receive  advisory services from RSR inclusive of market intelligence,  creative sourcing strategies and problem resolution. The  RBP achieves this by spending 55% of their time directly  engaging with HMs and driving the effective use of Talent  Communities which are prequalified and interested  candidates who want to join our client.

Reporting to:

Account Manager / Leader

Key Stakeholders:

Client hiring managers, client HR BPs, client Talent  Acquisition and/or procurement, account delivery team,  account leader and RSR management

Job Purpose:

To transition RSR delivery from a transactional  reactive model to an advisory proactive and solution oriented capability

Main Accountabilities:

The main accountability areas for this position are:

Conduct Advisory Intakes:

  • Conducting advisory intake sessions using market intelligence and defined sourcing strategy 
  • (Recruitment Strategy Framework)
  • Accountability for collection of candidate market intelligence specific to competitor remuneration &  benefits
  • Training team members on how to conduct advisory intake sessions through demonstration
  • Accessing and sharing market intelligence during intake sessions and aging requisition reviews
  • Conducting role triage to ensure load balancing Aged requisition management
  • Sourcing strategy review – engagement of sourcing expertise to problem solve
  • Talent community quarterly evaluation and monthly ROI analysis
  • Source of hire review in collaboration with RSR Sourcing Master to drive improvements

Aged Requisition Analysis and Problem Resolution:

  • Scheduling of aged requisition review with relevant Hiring Managers and problem resolution to diminish  TTH while improving quality
  • Quarterly analysis of all aged requisitions with root cause analysis 
  • Development of strategy to prevent aged requisitions inclusive of revisions to sourcing channels, diversity campaigns, aggregation of  candidate data specific to competitor compensation  offers, role triage and review of talent communities  to align with demand forecasting and aged requisition analysis

Talent Community Return On Investment

  • Quarterly review of Talent Communities to ensure alignment with demand planning and aged requisition analysis
  • Weekly review of Talent Community health to ensure ability to take qualified and interested resumes to intake sessions
  • Coaching of team members on effective use of Talent Communities

Development And Coaching:

  • Coaching of team members to advisory intake capability through demonstration and on the job  coaching
  • Weekly review of talent community health and relevant coaching to ensure effective brand 
  • representation and candidate representation during intake session

Key Performance Indicators:

The following indicators are suggested to monitor  performance and can be used to identify problem areas:

  • 35% of hires from talent communities
  • Client satisfaction surveys at a 4.5/5 or 9-10/10 on advisory and solution orientation of overall service


All employees are required to exemplify the full suite of  Randstad competencies and behaviours however the key  leadership competencies for this role include:

Intellectual Strength

Leveraging strong intellectual power to identify patterns and  draw insights from information in order to conceptualize  strategic direction, solve problems and identify opportunities.


Leveraging proactively to address change on all dimensions.  Anticipate change and view situations from different  perspectives whilst keeping pace in decision making to  realize opportunities and mitigate risks. 

Excellent Execution

Driving excellent execution by setting robust processes to  execute strategies and follow through with strong monitoring  and operational navigation to ensure results. Being firm and  courageous in leading execution. 


Enabling teams to deliver high performance by providing  direction and clarity of purpose, a focus on accountability  and the orchestration of efforts. Set high standards and  provide the support people need.


Identify potential for synergies across the business and build commitment to achieve shared goals. Thrive on working with  people that represent a mix of backgrounds, insights and  perspectives.


Building strategic partnerships with clients & stakeholders.  Actively shape the external environment for the success of  Randstad, leveraging personal credibility and thought  leadership in getting people onside.

Courage To Challenge

Shows courage and confidence to speak up skilfully, challenging others even when they are confronted with  resistance or unfamiliar circumstances.

Business Acumen

Builds and delivers professionalism through combining  commercial and HR expertise to bring value to the  organisation, stakeholders and peers.

Decisive Judgment

Demonstrates the ability to analyse and understand data and  information quickly. Uses information, insights and  knowledge in a structured way to identify options, make  recommendations and make robust, defendable decisions.


Be future-focused, eager to understand and open-minded;  seeks out evolving and innovative ways to add value to  Randstad.

Knowledge, Skills And Experience:

  • Minimum relevant Bachelor’s degree, post graduate degree or equivalent ideal
  • 4+ years of recruitment experience
  • Ideally experience in an internal recruitment function or RPO/BPO model
  • Working with a mix of short term and longer term objectives; & hands on execution, from concept to delivery
  • Demonstrated ability to lead a functional area of
  • Detail oriented, logical, and methodological approach to problem solving
  • Superior coaching skills
  • Able to interact with high-level decision makers
  • Strong conceptual and analytical skills
  • Strong communication skills (written and verbal) with all levels of company
  • Proven ability to balance between guarding the organization and supporting execution and delivery
  • A proven track record in developing and implementing cultural and organizational changes
  • Proven ability to work independently and without the back up of standard practices. To solve many  issues in a pragmatic way whilst at the same time  develop a framework of sustainable processes

Company Name: Randstad Sourceright
EA Licence No.: 94C3609




Community / Marketing Title: Recruitment Business Partner - Insurance RPO

Company Profile:

Randstad is a global leader in the HR services industry, with Asia-Pacific operations in Singapore, Malaysia, Hong Kong, China, India, Australia and New Zealand. Our business supports people organisations in realising their true potential, helping find the best permanent and contract talent across industries.

EEO Employer Verbiage:

Location_formattedLocationLong: Singapore, Central Singapore SG

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