HR Manager

Key Responsibilities

1. HR Strategy, Governance and Compliance

• Partner with company leadership to develop and execute HR strategies and workforce initiatives aligned with business objectives.
• Develop, implement and regularly review HR policies, guidelines, procedures and controls to ensure clarity, consistency and operational effectiveness.
• Monitor compliance with Singapore employment legislation, regulatory requirements and company policies, and coordinate timely corrective action where required.
• Maintain appropriate governance over employee records, confidential information and HR documentation, including access, retention and accuracy controls.

2. Talent Acquisition and Employee Lifecycle

• Lead workforce planning, recruitment and selection activities, from manpower requisition and sourcing through offer management and hiring.
• Oversee the complete employee lifecycle, including onboarding, probation, working arrangements, leave administration, employee movements and offboarding.
• Ensure employee data and HR transactions are accurate, complete and processed in a timely manner.

3. Compensation, Benefits, Payroll and HR Planning

• Administer compensation and benefits programs in a fair, consistent and market-aware manner, in line with approved policies and budgets.
• Oversee monthly payroll inputs, checks and coordination to support accurate and timely payroll processing.
• Prepare the annual personnel budget and rolling forecasts, including headcount, payroll and related employee costs monitor actuals and explain material variances.
• Support salary reviews, promotions and other compensation changes through structured analysis, internal equity checks and proper approvals.

4. Performance, Learning and Organization Development

• Manage the performance management cycle, including goal setting, review timelines, moderation support, documentation and follow-up actions.
• Assess capability needs and develop practical learning and development plans aligned with business priorities and employee growth.
• Support organization and talent reviews to improve role clarity, capability coverage, succession readiness and workforce structure.

5. Employee Relations and Culture

• Act as a trusted point of contact for employee relations matters, handling concerns, grievances, complaints and workplace disputes promptly, fairly and confidentially.
• Bridge management and employees by facilitating clear communication, addressing legitimate concerns and recommending balanced, policy-consistent solutions.
• Promote a respectful, inclusive, collaborative and accountable workplace culture that encourages engagement, creativity and continuous improvement.

6. HR Systems and Operational Excellence

• Ensure HR systems and workflows operate reliably identify opportunities to improve functionality, data quality, controls and user experience.
• Establish relevant HR and administration metrics, prepare management reports and use data to identify issues, trends and improvement priorities.
• Lead process improvement and change initiatives across HR and administration, coordinating stakeholders and ensuring effective implementation.

7. Office Administration and Corporate Services

• Lead the full spectrum of office administration and supervise internal or external service providers, as applicable.
• Manage office facilities, workplace security, supplies, utilities, maintenance and related services in accordance with legal, safety and company requirements.
• Coordinate corporate travel, communication services, company events and employee activities with appropriate controls and service standards.
• Manage office and miscellaneous procurement, including vendor coordination, quotation or approval requirements, purchasing documentation and service delivery.
• Prepare the annual administration budget, monitor and control office expenses, and recommend cost-effective solutions without compromising operational needs.
• Ensure administrative operations comply with internal policies, delegated authorities, contractual obligations and applicable regulations.

8. People Management and Stakeholder Partnership

• Provide clear direction, coaching and performance feedback to the HR and administration team, where applicable.
• Build effective working relationships with leadership, employees, regional or group functions, vendors and relevant external parties.
• Prioritize competing demands, manage sensitive matters with sound judgement, and maintain delivery standards in a changing environment.

Qualifications and Experience

• Bachelor's degree in Human Resources, Business Administration or a related discipline.
• Minimum 8 years of progressive experience across HR and office administration, including at least 3 years in a managerial or team-lead capacity.
• Strong practical knowledge of the Singapore Employment Act and other relevant local employment regulations.
• Demonstrated experience in several of the following areas: recruitment, payroll coordination, compensation and benefits, performance management, employee relations, HR policy, workforce planning, budgeting and office administration.
• Proficiency in Microsoft Excel, Word and HR information systems or related business applications.
• Fluent spoken and written English. Mandarin capability is preferred where required for effective business communication with Mandarin-speaking stakeholders.

Core Competencies

• Strategic and commercial thinking: Connects people and administrative priorities to business needs.
• Leadership and ownership: Takes accountability, sets clear expectations and follows through.
• Communication and influence: Communicates clearly and works constructively across levels and functions.
• Judgement and integrity: Handles confidential and sensitive matters with discretion, fairness and professionalism.
• Problem solving and execution: Uses a structured approach, resolves issues pragmatically and delivers reliably.
• Organization and adaptability: Manages multiple priorities and remains effective in ambiguous or changing situations.
• Employee relations capability: Listens objectively, manages conflict and supports balanced, policy-consistent outcomes.
• Continuous improvement mindset: Simplifies processes, strengthens controls and improves service quality.