Regional HR Manager
Salary: $7500 - $8500
Working Days: Mon - Fri (9am - 6pm)
Working Location: Downtown
Interested applicants can also send your resume to WA:+65 8839 3566 (Ms Angel) and allow our Consultant to match you with our Clients.
No Charges will be incurred by Candidates for any service rendered.
LIEW ONN KEE REG NO : R22108518
THE SUPREME HR ADVISORY EA NO:14C7279
Key Responsibilities
Strategic Business Partnership & Human Capital Alignment
- Serve as a trusted advisor to the top executive leadership team on all people-related matters, ensuring HR strategies are fully integrated with business objectives.
- Participate actively in business planning and provide data-driven insights on workforce implications for growth, transformation, and market changes.
- Align actionable HR initiatives and business KPIs, ensuring people initiatives drive organisational outcomes such as revenue, innovation, and customer satisfaction that enable business success.
Organisational Development & Capability Building
- Lead organisation-wide diagnostics to assess structure, processes, culture, and capabilities.
- Design and drive interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
- Oversee the implementation of talent development, succession planning, and continuous learning programs.
Change Management Leadership
- Act as executive sponsor for transformation, digitalisation, and change initiatives across the company.
- Develop and execute structured change management plans including stakeholder engagement, communication, and training.
- Build change leadership capabilities throughout the management team to foster adaptability and resilience.
- Lead change management efforts by ensuring stakeholder buy-in, addressing concerns, and championing a shared vision for organisational transformation.
Talent Management & Workforce Planning
- Oversee workforce planning to ensure the right people with the right skills are in the right roles, now and in the future.
- Direct robust talent acquisition, onboarding, and internal mobility programs to support business growth and succession.
- Champion diversity, equity, and inclusion (DEI) initiatives as core to talent and organisational success.
Employee Experience, Culture & Engagement
- Foster an engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement.
- Lead strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
- Oversee resolution of complex employee relations issues, promoting fairness and organisational values.
Total Rewards
- Design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent.
- Lead regular market analysis and internal equity reviews to ensure pay and benefits remain competitive and fair.
- Oversee the development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
- Ensure total rewards offerings are aligned with organisational strategy, compliant with legal requirements, and supportive of employee well-being and engagement.
- Structure compensation and benefits strategies clearly and transparently across the organisation.
Performance Management
- Oversee the design, implementation, and continuous improvement of the performance management framework, ensuring it drives a culture of accountability and high performance.
- Ensure the alignment of individual, team, and organisational goals through effective use of objectives, key results (OKRs), KRAs and KPIs.
- Champion continuous feedback, coaching, and development conversations between managers and employees.
- Lead the periodical performance review process, including calibration sessions, talent reviews, and succession planning.
- Provide data-driven insights to leadership on performance trends, areas for improvement, and top talent identification
Compliance, Risk, and HR Governance
- Ensure HR practices comply with all relevant labour laws, regulatory requirements, and ethical standards.
- Lead audits, risk assessments, and timely policy updates to safeguard the organisation.
- Maintain the highest standards of confidentiality, professionalism, and integrity in all HR practices.
HR Technology & Analytics
- Drive digital transformation of HR through effective deployment of HRIS and analytics tools.
- Leverage data to inform people strategy, workforce planning, and executive decision-making.
- Promote the adoption of innovative HR solutions for improved efficiency and employee experience.
Stakeholder Engagement & Alignment
- Build and nurture strategic partnerships with key internal stakeholders (Top executive team, business unit leaders) to ensure HR strategies support and accelerate business objectives.
- Facilitate regular communication and collaboration between HR and other departments to co-create and implement people initiatives.
- Engage with external stakeholders-including industry bodies, regulatory agencies, benefits providers, educational institutions, and the broader business community-to benchmark practices and represent the organisation.
- Act as the voice of employees at the leadership table, gathering feedback through surveys, forums, and direct interactions, and translating insights into actionable HR strategies.
- Align HR programs and communications to ensure consistency, clarity, and transparency across all levels of the organisation.
