The Deputy Head of Bus HR (Bus Operations) provides dedicated HR advisory and operational support to the Bus Business Unit. The role acts as the frontline HR interface for Bus Operations, covering manpower planning, employee relations, performance management, and workforce readiness to support safe and reliable bus service delivery.
Working under the Head of Bus HR and in close coordination with corporate HR functions (Talent Acquisition, C&B, OD, HR Operations), the incumbent will be the primary HR touchpoint for Bus Operations leadership and supervisors. The role requires hands-on experience in a large, unionised, shift-based operational workforce, with strong capability in employee lifecycle management, IR matters, and HR data analysis.
Key Responsibilities
1. HR Business Partnering – Bus Operations:
- Partner Bus Operations depot managers, controllers, and supervisors on day-to-day HR matters including staffing, deployment, manpower gaps, and workforce issues.
- Monitor workforce indicators — attrition, absenteeism, overtime, headcount variance — and escalate trends with recommended actions.
- Translate operational manpower needs into HR requests and coordinate with Talent Acquisition and HR Operations for timely fulfilment.
- Act as the first point of contact for Bus Operations managers on HR policies, procedures, and employment queries.
2. Performance Management & Appraisals:
- Coordinate and facilitate annual and mid-year appraisal cycles for Bus Operations staff.
- Support supervisors and line managers in goal setting, performance documentation, and calibration exercises.
- Follow up on performance improvement cases and development plans for identified staff.
- Assist in talent mapping and workforce development discussions for Bus Operations roles.
3. Employee Lifecycle & Advisory Support:
- Manage the issuance of HR letters for Bus Operations — confirmation, extension, transfer, re-designation, and disciplinary-related correspondence.
- Coordinate with HR Operations to ensure accurate and timely processing of promotions, role movements, and contract-related actions.
- Advise supervisors on HR policies, fair employment practices, and procedural requirements for employee-related actions.
- Maintain accurate employee records and support HR audits or data requests relating to Bus Operations.
4. Organisation & Manpower Support:
- Support manpower reviews and operational restructuring exercises within Bus Operations, including headcount mapping and impact assessments.
- Assist in coordinating transition activities during depot reorganisations, route changes, or service model adjustments.
- Contribute to manpower planning submissions and budget alignment with Finance and Bus Operations leadership.
5. Industrial Relations & Disciplinary Facilitation:
- Facilitate IR matters for Bus Operations, including union engagement, grievance handling, and day-to-day IR queries.
- Assist in the preparation and conduct of disciplinary investigations, fact-finding exercises, and formal inquiry proceedings for Bus Operations cases.
- Ensure all matters are handled in accordance with company policies, labour regulations, and fair employment practices.
- Escalate complex or sensitive IR and disciplinary matters to the AVP, HR Business Partner for guidance.
6. Employee Engagement & Culture:
- Support and coordinate engagement activities for frontline Bus Operations staff — drivers, inspectors, and depot-based personnel.
- Assist in communicating HR policies, organisational updates, and people-related initiatives to Bus Operations teams.
- Support change management efforts during service transitions, restructuring, or policy updates.
- Contribute to building a culture of safety, service, and accountability across Bus Operations depots.
Qualifications & Experience:
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Minimum 5–7 years of HR generalist or HRBP experience, with demonstrated exposure to large operational or frontline-heavy workforces.
- Experience in industrial relations, disciplinary facilitation, and working within a unionised environment is required.
- Strong grounding in employee lifecycle management, performance management processes, and HR advisory support.
- Ability to manage multiple concurrent HR matters independently and to escalate appropriately.
- Proficient in HR data analysis; able to identify workforce trends and prepare clear, concise management reports.
- Good working knowledge of Singapore labour laws, MOM regulations, and fair employment practices.
- Effective communication skills; comfortable engaging with frontline staff, operations supervisors, and senior management.
