HR Manager (People and Culture)

Position Summary

As the HR Manager (People & Culture) at First Page Digital Singapore, you will be a key driver in shaping the employee experience and strengthening the company's culture. Beyond managing the full spectrum of HR operations, you will act as a strategic partner to leadership, ensuring HR practices are people-centric, compliant, and aligned with business objectives. You will foster an inclusive, engaging, and high-performance workplace where employees feel valued, supported, and empowered to grow.

This role combines operational excellence (compliance, payroll, policies) with strategic HR leadership (talent development, culture-building, employee engagement). You will play a pivotal role in embedding company values, driving organizational effectiveness, and cultivating a strong employer brand.

1. Talent Acquisition & Employer Branding

• Lead end-to-end recruitment: workforce planning, job design, sourcing, selection, and onboarding.
• Build and promote the employer brand to attract top talent through digital presence, social engagement, and industry networking.
• Partner with hiring managers to design competency-based interview frameworks that align with company culture.

2. Employee Lifecycle & Experience

• Improvise and oversee engaging onboarding journeys that reinforce company culture from day one.
• Improvise on existing structured probation and performance check-ins, ensuring smooth integration of new hires.
• Continuously improving employee lifecycle processes to enhance experience, retention, and productivity.
• Oversee smooth execution of onboarding and offboarding processes.
• Maintain accurate HRIS and employee records.

3. Performance, Culture & Policy Management

• Facilitate performance reviews (confirmation, anniversary, annual).
• Maintain and update HR policy library (leave, notice fee, probation, medical, remote work).
• Ensure compliance with MOM and IRAS requirements (CPF, IR21, tax clearance).
• Partner with leadership to define and evolve organizational values and embed them into HR practices.
• Manage pre-approved templates for sensitive HR communications (probation extension, termination).

4. Learning, Growth & Leadership Development

• Review and improvise on an annual learning & development roadmap.
• Plan and schedule regular training needs assessments and promote continuous learning with leadership to wider team.
• Design leadership and management development programs to strengthen internal talent pipelines.
• Conduct quarterly training needs surveys and pulse surveys.
• Introduce career progression frameworks to improve retention and motivation.
• Develop and execute the annual training and development plan.

5. Employee Engagement & Culture Building

• Plan and execute staff engagement initiatives (team bonding, townhalls, company events, annual retreat).
• Champion initiatives that foster belonging, inclusion, and employee well-being.
• Use data-driven insights (pulse surveys, stay interviews, exit analytics) to recommend culture improvements.

6. HR Administration & Compliance

• Manage HR administration (work pass applications, insurance enrolment/de-enrolment, government surveys, leave claims).
• Oversee offboarding risk controls: IT/system access removal, asset collection, policing client communication handover, exit interviews, and attrition analytics.
• Ensure PDPA compliance and secure record management.
• Coordinate workplace safety (fire drills, LEW, first aid).
• Manage payroll alignment with Finance, HRIS, work pass administration, insurance, and statutory compliance (MOM, IRAS).
• Manage offboarding to ensure smooth transitions and capture organizational learnings.

7. Budgeting, Analytics & Strategic HR Insights

• Track HR-related ledgers: staff entertainment, recruitment costs, pantry supplies, welfare expenses and provide quarterly reports to Finance Controller.
• Prepare monthly payroll summaries for Finance and support financial reporting.
• Review budget utilization vs allocation and submit quarterly HR budget reports to Finance Controller.
• Track HR metrics (attrition, engagement, cost-to-hire, time-to-fill) and provide insights for strategic decision-making.

8. People & Culture Leadership

• Act as the main culture and core values ambassador, ensuring employees feel connected to the mission and values.
• Partner with senior leadership to shape long-term people strategies that support business growth.
• Drive initiatives that position First Page Digital as an employer of choice in Singapore.
• Sourcing and managing corporate swags / gifts for onboarding, client, and staff events.

Qualifications

• Proven HR experience in a fast-paced environment, with at least 2-3 years in a generalist or managerial capacity.
• Strong understanding of Singapore employment laws and compliance requirements.
• Skilled in HR systems, Excel, data analysis, and process automation.
• Strong communication and interpersonal skills able to partner with all levels of staff.
• Highly organized, detail-oriented, and able to manage multiple priorities.
• Proactive with a growth mindset and the ability to improve processes continuously.