Group Human Resources Manager

Company Description

Winmark Investments Pte Ltd (WIPL) is an investment holding company incorporated in 1995. We have a diverse portfolio of investments, particularly in SMEs, for which we take an interactive approach with the objective of enhancing the value of our investee companies through appropriate corporate actions, management support, and shared services in a timely, constructive and synergistic way.

Role Description

This is a full-time, on-site role for a Group Human Resources Manager based in Singapore.

The Group Human Resources Manager will effectively identify, attract, recruit appropriate personnel, oversee and develop HR strategies, policies, systems, and practices across WIPL and its portfolio of investee companies.

Unlike a conventional HR role focused primarily on a single organization, this position requires regular engagement with the Managers of our Investee Companies to understand their business performance, organizational requirements, workforce capabilities, and talent needs.

The successful candidate will act as a partner and advisor, working closely with the management of Investees to ensure that people, organizational structures, performance, and talent are aligned with the business objectives of each entity.

The role requires the ability for to work with hands-on Managers, to be coordinated for talent acquisition, performance management, compensation, employee relations, payroll, HR policies and SOPs, compliance, organizational development, and workforce planning.

Key Responsibilities

1. Group HR Strategy & Organizational Development

• Oversee and develop, implement, continuously improve Group HR strategies, policies, systems, frameworks, and practices across WIPL's portfolio of investee companies.
• Work with investee companies to draft, review, implement Group HR SOPs.
• Partner with management to assess organizational structures, manpower requirements, and workforce capabilities.
• Work with Operations to develop effective SOPs, delegation of authority, cost and quality control and appropriate project and people-related processes.
• Identify opportunities to improve organizational effectiveness, productivity, and workforce utilization.
• Provide HR advice and support to management across the Group and its investee companies.

2. Talent Acquisition & Workforce Planning

• Work closely with Managers to effectively identify, attract appropriate personnel, track business performance, manpower requirements, future talent needs and succession issues.
• Develop and execute appropriate recruitment strategies for investee companies.
• Source, assess, and recruit suitable candidates for new and replacement positions.
• Manage the end-to-end recruitment and onboarding process.
• Coordinate opportunities for internal training, development, redeployment, or career progression while determining external and/or virtual hiring requirements.
• Work with management in identifying and optimising personnel targets for minimal costs, high productivity with critical and future roles in mind.

3. Performance Management & Talent Development

• Track effectiveness through performance management and appraisal systems across the Group.
• Help management to establish appropriate performance objectives and measures.
• Monitor employee deployment.
• Track management performance issues and implement appropriate improvement measures.
• Enforce annual performance appraisals, promotions, salary reviews, and bonus processes.
• Coordinate training and development requirements to improve employee capabilities and productivity.
• Involvement in career development and succession planning for key personnel.

4. Compensation & Benefits

• Review and agree on salary structures, compensation, incentives, bonuses, and employee benefits.
• Conduct annual salary reviews, promotions, and bonus decisions.
• Administer claims, leave issues, and other employee benefit matters.
• Ensure compensation and benefits practices are appropriately aligned with business results and Group policies.

5. Payroll & HR Administration

• Be responsible for the Group's monthly staff payroll in relation to profitability and sustainability with considerations for headcount reductions or growth based on projected earnings and percentage returns to shareholdersb.
• Manage attendance, back pay, deductions, adjustments, and other salary-related matters.
• Generate payroll files and reports for the Director's review and approval.
• Prepare monthly payroll costing reports for Finance.
• Coordinate with Finance on monthly payroll cash-flow requirements.
• Manage staff salary bank uploads.
• Ensure timely submission of CPF contributions for local employees.
• Manage IR8A annual income declarations under the Auto-Inclusion Scheme.
• Prepare and submit IR21 tax clearance for applicable foreign employees.
• Coordinate work pass cancellation for EP and S Pass employees upon cessation of employment.
• Manage staff exit clearance and related offboarding processes.
• Maintain accurate and up-to-date employee records.

6. Employee Relations & HR Advisory

• Provide HR guidance to Managers, Supervisors, and employees on employment-related matters.
• Manage employee relations issues and provide appropriate advice on disciplinary, performance, and workplace matters.
• Support management in resolving employee issues fairly, consistently, and in accordance with applicable policies and legislation.
• Promote a professional and productive workplace environment across the Group.

7. HR Compliance & Governance

• Ensure compliance with applicable Singapore employment laws and regulations.
• Monitor changes in employment legislation and advise management on their implications.
• Maintain appropriate HR documentation, policies, SOPs, and records.
• Prepare relevant internal audit reports and key management personnel declarations as required.
• Ensure appropriate HR controls and processes are implemented across the Group's business entities.

8. Group HR Reporting

• Review monthly staff headcount reports of the respective Group business entities.
• Review and analyse HR reports for Group.
• Monitor key HR indicators such as headcount, recruitment, turnover, payroll costs, performance, and workforce requirements.with relevant HR insights to support business and organizational decisions.

Qualifications & Experience

• HR qualifications or certifications, degree in Human Resources, Business Administration, Law, or a related discipline.
• Relevant experience in various aspects of HR Management.
• Good understanding of Singapore employment laws and statutory requirements, including CPF, IRAS, and work pass requirements.
• Passion in HR matters to understand needs of SMEs.
• Strong communication, interpersonal skills, proactive and practical.
• Problem-solving, analytical, and decision-making abilities.
• Ability to work independently.
• Strong organizational skills and attention to detail.
• High level of integrity, confidentiality, and professionalism.

The successful candidate will have the opportunity to assume a senior position in the Group.