Job Summary
We are looking for a proactive and hands-on HR professional to manage and support the full spectrum of HR functions. This role will work closely with department managers and management to ensure effective manpower planning, employee engagement, performance management, HR operations, compliance, and reporting.
The ideal candidate should be organised, analytical, people-oriented, and able to work independently while partnering closely with different departments.
Key Responsibilities1. Talent Acquisition & Workforce Planning
- Collaborate with department managers to identify current and future manpower requirements.
- Manage the full recruitment cycle, including job postings, candidate sourcing, screening, interviews, selection, and onboarding.
- Develop and maintain manpower plans based on business requirements and operational needs.
- Conduct manpower forecasting to anticipate future hiring requirements based on business growth, turnover, workload, and operational demands.
- Monitor headcount against approved manpower budgets and identify manpower gaps or excesses.
- Work with department heads to review staffing requirements and optimise workforce allocation.
- Track recruitment progress, vacancies, time-to-hire, and hiring costs.
2. Employee Relations & Engagement
- Act as the first point of contact for employee concerns, grievances, workplace conflicts, and HR-related matters.
- Support conflict resolution and conduct formal investigations when required.
- Advise managers on employee relations matters and appropriate HR practices.
- Develop and coordinate employee engagement initiatives, company activities, and staff welfare programmes.
- Monitor employee morale, retention, absenteeism, and turnover trends.
- Identify areas for improvement to strengthen employee engagement, workplace culture, and productivity.
3. Performance & Talent Management
- Manage annual and mid-year performance review cycles, including timelines, KPIs, documentation, and follow-up.
- Partner with managers to establish clear performance objectives and KPIs.
- Monitor completion and quality of performance appraisals.
- Support managers in managing underperformance and developing Performance Improvement Plans (PIPs).
- Track employee performance and identify high-potential employees and development opportunities.
- Support succession planning and internal talent development initiatives.
4. Compensation, Benefits & HR Operations
- Support the review and benchmarking of salary structures, benefits, incentive schemes, bonuses, allowances, and leave policies.
- Assist management in reviewing compensation trends and making recommendations where appropriate.
- Coordinate with payroll teams to ensure accurate and timely payroll processing.
- Review payroll-related information and identify discrepancies or irregularities.
- Manage and maintain employee records, HR documentation, and personnel information.
- Ensure HR processes and employee information are accurate and up to date.
5. HRIS & Systems Management
- Oversee and maintain the company's Human Resources Information System (HRIS) and other HR-related platforms.
- Ensure employee information, attendance, leave, claims, payroll, and other HR data are accurately maintained.
- Work with HRIS vendors and internal stakeholders to resolve system issues and improve HR processes.
- Identify opportunities to automate and streamline manual HR processes.
- Ensure HR systems are effectively utilised by employees and managers.
6. HR Reporting, Analytics & Management Information
- Prepare regular HR reports and dashboards for management review.
- Track and report key HR metrics including:
- Headcount and manpower utilisation
- Recruitment and vacancies
- Employee turnover and retention
- Absenteeism and attendance
- Overtime and manpower costs
- Leave utilisation
- Payroll and compensation trends
- Performance review completion
- Training and development
- Analyse HR data and identify trends, issues, and areas for improvement.
- Provide management with insights and recommendations based on HR data.
- Prepare monthly, quarterly, and annual HR reports as required.
- Maintain accurate HR records and ensure reports are supported by reliable data.
7. Manpower Costing & Forecasting
- Prepare and maintain manpower budgets and workforce cost forecasts.
- Analyse current manpower costs against approved budgets.
- Forecast manpower costs based on headcount plans, salary adjustments, new hires, resignations, overtime, and business expansion.
- Work closely with Finance and department heads to monitor manpower expenditure.
- Highlight potential manpower cost increases and recommend cost-effective staffing solutions.
- Support management in workforce planning and budgeting exercises.
8. Compliance, Policies & Employee Documentation
- Ensure HR practices comply with applicable employment laws, regulations, and statutory requirements.
- Stay updated on changes in employment legislation and advise management on relevant HR implications.
- Conduct periodic HR compliance checks and audits.
- Develop, review, and update HR policies, procedures, employee handbooks, and employment documentation.
- Ensure proper documentation of employee disciplinary matters, grievances, performance issues, and other HR cases.
- Maintain confidentiality and ensure employee information is handled appropriately.
9. Learning & Development
- Identify skills and competency gaps across departments.
- Work with managers to identify training and development needs.
- Coordinate internal and external training programmes.
- Maintain training records and monitor employee participation.
- Evaluate training effectiveness and recommend improvements.
- Support career development and employee growth initiatives.
10. HR Process Improvement & Business Partnership
- Review existing HR processes and identify opportunities for improvement.
- Develop and implement efficient HR workflows, SOPs, and policies.
- Partner with department managers to understand operational challenges and provide practical HR solutions.
- Support management in HR-related projects, organisational changes, and business initiatives.
- Provide HR advice and guidance to managers on employee-related matters.
- Take ownership of HR projects and ensure timely completion.
Core Qualifications & SkillsExperience
- 3–6 years of experience in HR Generalist, HR Operations, Talent Acquisition, or a similar HR role.
- Experience managing multiple HR functions and working closely with department managers.
- Experience in manpower planning, HR reporting, or workforce analytics will be an advantage.
Education
- Bachelor's degree in Human Resources, Business Administration, Management, or a related field.
Technical Skills
- Proficient in HRIS and HR management platforms.
- Good knowledge of Microsoft Excel / Google Sheets and HR reporting.
- Comfortable working with HR data, reports, manpower costing, and forecasting.
- Experience with payroll, attendance, leave, recruitment, and employee management systems.
- Strong analytical and reporting skills.
Soft Skills
- Strong communication and interpersonal skills.
- Excellent active listening and problem-solving abilities.
- Strong negotiation and conflict-resolution skills.
- Good leadership, coaching, and stakeholder-management abilities.
- Highly organised with strong attention to detail.
- Proactive and able to work independently.
- Able to handle confidential and sensitive employee matters professionally.
- Strong commercial awareness with the ability to balance employee needs, operational requirements, and business objectives.
Key Success Measures
Success in this role will be measured by:
- Timely and effective recruitment and manpower planning.
- Accuracy of HR records, payroll coordination, and HR reporting.
- Effective management of employee relations and performance matters.
- Improved employee engagement and retention.
- Accurate manpower budgeting and forecasting.
- HR compliance and timely implementation of policies.
- Effective utilisation of HR systems and process improvements.
- Quality and timeliness of HR insights and recommendations provided to management.
