Manager HRBP

Key Responsibilities

Workforce Planning, Talent Management & Change Management

• Partner with business leaders to support organisational design, workforce planning and change management initiatives aligned with business objectives.

• Work closely with HR Centres of Excellence (COEs) including Recruitment, Talent Management, Learning & Development and Employee Engagement to implement HR programmes and initiatives.

• Support manpower planning and recruitment activities to ensure timely hiring of suitable talent.

• Monitor employee movements, turnover trends and workforce metrics, and provide HR reporting and insights to management.

• Conduct exit interviews, analyse attrition trends and recommend improvement actions.

Culture, Performance & Employee Engagement

• Partner with Talent Management to support the annual performance management process.

• Advise managers and employees on performance, conduct and behavioural matters in accordance with company policies and employment legislation.

• Drive employee engagement initiatives, engagement surveys and follow-up action plans to strengthen organisational culture.

• Support continuous improvement and change management initiatives across the divisions.

• Promote employee recognition and reward programmes to reinforce a high-performance culture.

Pay, Reward, Benefits & Welfare

• Provide HR advisory support to managers and employees on compensation, benefits and welfare-related matters.

• Partner with stakeholders to address employee benefits concerns and ensure timely resolution of issues

• Oversee staff welfare initiatives, including transport, parking, canteen and other employee welfare services to enhance employee experience and well-being.

Employee Relations, Governance & HR Policies

• Manage employee relations matters, including grievances, counselling, investigations and disciplinary cases.

• Ensure compliance with company HR policies, procedures and employment legislation.

• Review, update and implement HR policies, procedures and guidelines to ensure relevance, consistency and compliance with regulatory requirements and business needs.

• Provide guidance to managers on HR policies, governance and people management practices.

• Support audits, compliance reviews and preparation of documentation required by regulatory or government authorities.

• Work closely with Corporate HR and business leaders to mitigate employee relations risks and support fair and consistent HR practices.

Industrial Relations

• Partner with Industrial Relations, unions, management and employees to maintain positive industrial relations.

• Lead divisional union meetings, staff discussions and grievance resolution processes.

• Work collaboratively with business leaders, Industrial Relations and union representatives on disciplinary and employee-related matters.

• Foster constructive employee and union relationships to support operational stability and employee engagement.

Regional HR Support & Projects

• Partner with regional subsidiaries and joint ventures to align HR policies, practices and governance standards.

• Provide HR advisory support for regional operations, business expansion initiatives, mergers, acquisitions and joint venture projects.

• Support HR due diligence and pre-audit activities for regional entities to ensure compliance with company standards and local regulations.

• Collaborate with business stakeholders on overseas projects, including recruitment support and HR operational setup.

Global Mobility

• Manage end-to-end international assignment and mobility processes for employees.

• Provide pre-assignment support and advisory on relocation, compensation, immigration, tax and employee benefits matters.

• Coordinate with external vendors and relocation partners to support smooth employee transitions.

• Prepare assignment documentation, cost projections and mobility-related communications.

• Monitor mobility programme effectiveness and recommend process improvements where appropriate.

Key Qualifications & Skills

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organisational Development or related discipline.

Experience & Technical Skills

• At least 10 years of HR generalist experience with exposure across multiple HR functions.

• Experience in employee relations, industrial relations, workforce planning and performance management.

• Good understanding of employment legislation and HR best practices, preferably with regional exposure.

• Experience supporting organisational change and HR transformation initiatives.

• Exposure to multinational and matrix reporting environments would be advantageous.

Professional Skills

• Strong interpersonal, communication, negotiation and stakeholder management skills.

• Ability to build effective relationships and work collaboratively across all levels of the organisation.

• Strong problem-solving, organisational and decision-making capabilities.

• High level of professionalism, integrity and confidentiality.

• Ability to manage multiple priorities in a fast-paced environment.

• Self-motivated, adaptable and able to work independently as well as within teams.

Please note that only short-listed candidates will be notified.

At SIA Engineering, we are committed to ensuring your personal information is protected and never misused. Personal data collected will be used or disclosed only for the purposes of your job application and potential employment with SIA Engineering, such as for assessing and evaluating your suitability for employment in any current or prospective position within the organization and verifying your identity and accuracy of the personal details and other information provided.

By submitting your application for this position, you consent to:

a) the collection, use and disclosure of your personal data by SIA Engineering for the purposes of your application and potential employment with SIA Engineering, including disclosing such personal data to any of SIA Engineering's subsidiaries, affiliates or related corporations (if necessary for the processing of your job application); and

b) SIA Engineering's retention of your personal data for 1 year for consideration of future job opportunities (where applicable)

Candidates are not required to pay SIA Engineering Company, any Agents, or Sub-Agents representing the organisation a recruitment fee or other fees relating to their application / employment.