Senior Human Resources Manager

The Senior/ HR Manager serves as a trusted HR Advisor to business leaders and managers, providing practical and commercially sound guidance across employee relations, performance management, manpower planning, HR policies and people practices. The role is responsible for ensuring consistent and effective HR practices, supporting management in handling complex employee matters, and maintaining strong HR governance across the organisation.

Key Responsibilities

HR Advisory & Business Partnering

• Act as a trusted HR Advisor to business leaders, department heads and line managers on a broad range of people-related matters.
• Provide practical and balanced HR advice, taking into consideration business needs, employee implications, company policies and regulatory requirements.
• Partner business leaders on manpower planning, workforce requirements and organisational needs to manage a diverse workforce.
• Review manpower requirements, identify workforce gaps and provide recommendations on headcount planning and deployment.
• Guide managers on employee relations, performance management, workforce planning, organisational changes and people management matters.
• Build strong working relationships with stakeholders and provide proactive HR support to the business.
• Identify people-related risks and recommend appropriate solutions and preventive actions.

Employee Relations & Case Management

• Manage complex employee relations matters, including grievances, misconduct, disciplinary cases, performance concerns and workplace disputes.
• Advise managers on appropriate disciplinary and performance management processes, ensuring consistency, fairness and proper documentation.
• Conduct or support investigations into employee complaints, misconduct and workplace issues.
• Provide guidance on termination, dismissal, redundancy and other employee separation matters.
• Maintain appropriate confidentiality and accurate documentation for employee relations cases.

HR Governance & Compliance

• Ensure HR practices, policies and procedures are aligned with applicable employment legislation and regulatory requirements.
• Keep abreast of changes in employment regulations and Tripartite guidelines, and recommend appropriate updates to HR practices.
• Promote consistent application of HR policies and standards across the organisation.
• Support HR audits, governance reviews and compliance-related initiatives.

Performance & Talent Management

• Oversee and support performance management processes across the organisation.
• Advise managers on performance improvement plans and the management of underperformance.
• Support talent reviews, succession planning and employee development initiatives.
• Partner managers in identifying capability gaps and appropriate development interventions.

HR Transformation

• Identify opportunities to improve HR processes, governance and employee experience.
• Drive consistent implementation of HR policies and practices across departments and business units.
• Support HR transformation and continuous improvement initiatives.

Requirements

• Degree in Human Resources, Business Administration or a related discipline, preferably IHRP certified
• 8–15 years of progressive HR experience, in a HR business partnering capacity.
• Experience in a multi-outlets, retail, hospitality or fast-paced operating environment would be advantageous.
• Strong experience providing HR advisory support to business leaders and leadership to a dynamic HR team.
• Experience in workforce planning within a dynamic business environment.
• Strong proficiency in the Singapore Employment Act, local employment legislation, MOM requirements and relevant Tripartite guidelines.
• Strong experience in employee relations, disciplinary matters, grievances, investigations and performance management.
• Ability to interpret employment legislation and HR policies and translate them into practical advice for business stakeholders.
• Strong stakeholder management, communication and influencing skills.
• Sound judgement with the ability to manage sensitive and confidential employee matters.