Responsibilities- Policy Development & Governance
- Formulate and review HR policies and strategies to ensure relevance and alignment with organizational priorities.
- Establish governance frameworks and harmonize HR guidelines and practices across schools and departments where applicable.
- Research, Benchmarking & Analysis
- Conduct research on HR trends, market practices and regulatory changes to guide policy recommendations.
- Perform benchmarking with higher education institutions and relevant sectors to ensure competitiveness and relevance of HR frameworks.
- Strategic Workforce Planning
- Conduct workforce analytics to identify gaps, highlight key manpower trends, and propose strategies to address them.
- Partner business units to understand business needs and workforce requirements to support their manpower planning needs.
- Support the running of the Manpower Review Committee meeting - collating requests, providing staff assessment of requests, meeting logistics, noting down decisions of the Committee, keying outcomes into system, informing Departments of Committee's decision.
- Project & Change Management
- Manage HR policy-related projects, including policy rollouts, system/process redesign etc.
- Support change management efforts through communication plans, training, and stakeholder alignment.
- Reporting & Management Information
- Prepare reports and proposals on key manpower trends and analysis for senior management, boards and committees.
- Work closely with HR heads to develop and consolidate HR's workplan.
- System Rollout
- Participate in user acceptance testing for rollout of new manpower headcount and EOM budgeting system.
- Other duties as assigned.
Qualifications
- Bachelor's degree with at least 5 years of relevant experience in HR, preferably with strategic workforce planning and policy experience.
- Analytical skills: Strong strategic and analytical thinking skills, good quantitative skills with fundamental understanding of analytics.
- Stakeholder engagement skills: Strong stakeholder engagement skills to engage spectrum of stakeholders, and ability to navigate diverse viewpoints and build consensus.
- Communication skills: Strong verbal and written communication skills with ability to translate concept into concrete implementation plans, and communicate changes effectively to stakeholders.
- Technology proficiency: Proficiency in HR analytics tools, HR enterprise systems like SuccessFactors, SAP Analytics Cloud, ability to use data visualization tools to generate insights for reporting.
Other Information
Candidates who do not possess the stipulated qualifications but have relevant work experience may still apply. Remuneration and appointment terms shall commensurate with qualifications and experience. SMU reserves the right to modify the appointment terms where necessary.
