The posting
Fei Fah Medical Manufacturing Pte Ltd is a Singapore-based manufacturer specializing in wellness, healthcare, and personal care products. Building on a heritage of traditional medicated formulations, the company develops and manufactures topical health products, skincare, and wellness solutions under structured quality and regulatory standards. With growing capabilities in formulation development, quality systems, and production, Fei Fah supports the development and manufacture of innovative health and beauty products for regional markets.
Reporting to: CEO
Role Summary
The Talent & Culture Manager is responsible for shaping the organisation’s talent systems, workforce resilience, and performance culture. This role partners closely with leadership to strengthen employee performance, accountability, teamwork, and organizational commitment while building scalable people processes that support business continuity and growth.
The role also plays a key part in workforce retention, leadership support, and fostering a professional, collaborative, and commercially aligned workplace culture.
Key Responsibilities
Talent Acquisition & Workforce Planning
- Develop recruitment strategy across markets (Malaysia, Taiwan, Singapore) for promoters, trainers, and operational roles.
- Build workforce plans and capability requirements aligned with business roadmap and expansion needs.
- Establish succession and contingency models to reduce operational dependency on single individuals.
- Support manpower planning and hiring strategies to strengthen workforce stability and continuity.
Performance & Capability Development
- Refine and implement performance appraisal framework and continuous performance management practices.
- Identify capability gaps and coordinate targeted learning and development initiatives.
- Drive initiatives that strengthen employee accountability, teamwork, ownership, and performance standards across departments.
- Support managers in reinforcing a high-performance and collaborative work culture aligned with business objectives.
- Embed feedback loops, accountability, and performance expectations that reinforce organisational culture and operational excellence.
Business Partnering & Advisory
- Advise leadership on workforce risks, organisational gaps, manpower decisions, and people-related operational challenges.
- Align talent and culture initiatives with commercial, operational, and expansion goals.
- Provide insights and recommendations based on workforce trends, employee feedback, and operational observations.
- Partner leadership in addressing workforce stability, employee engagement, and retention challenges across operational and sales functions.
- Develop practical retention and engagement strategies to improve workforce commitment and reduce avoidable attrition.
Employee Relations & Workplace Issue Management
- Act as the primary HR contact for employee concerns, grievances, workplace conflicts, and sensitive staff matters.
- Conduct counselling discussions with employees regarding performance concerns, interpersonal issues, conduct, and workplace adjustment.
- Manage employee disciplinary processes, investigations, and related documentation in accordance with company policies and employment regulations.
- Handle employee lifecycle matters including confirmation, performance concerns, resignations, terminations, and exit management processes.
- Conduct exit discussions to understand root causes of attrition and provide recommendations for workplace and retention improvements.
- Work closely with department heads to proactively address staff issues and minimise operational disruption and manpower risks.
Culture, Inclusion & Employee Experience
- Shape and reinforce an organisational culture that supports productivity, collaboration, accountability, and growth.
- Champion company values, communication standards, and behavioural expectations consistently across teams.
- Foster a culture of professionalism, discretion, trust, and organisational responsibility across all levels of the organisation.
- Uphold confidentiality and handle sensitive employee and business information with professionalism and integrity.
- Develop HR support approaches and workplace processes that encourage employee inclusion, engagement, and positive workplace experience.
People Operations & HR Systems
- Review and implement HR Standard Operating Procedures (SOPs), policies, and governance frameworks.
- Strengthen HR operational processes to improve consistency, visibility, documentation, and process reliability.
- Select, implement, and optimise HR systems and administrative workflows where appropriate.
- Ensure compliance with employment regulations and statutory requirements, including proper documentation of disciplinary actions, warnings, and employment separations.
- Maintain accurate employee records and support effective HR reporting and documentation practices.
Organisational Continuity & Risk Management
- Develop manpower contingency plans to safeguard business continuity.
- Reduce reliance on single individuals through cross-training, documentation, process improvements, and systemisation (“no one is indispensable”).
- Advise leadership on workforce risks, manpower scenarios, succession concerns, and mitigation measures.
- Support the organisation in strengthening operational resilience and workforce sustainability.
Requirements
- Degree or Diploma in Human Resource Management, Business Administration, Psychology, or related discipline.
- Minimum 4–6 years of relevant HR experience, preferably in SME, manufacturing, retail, FMCG, or operational environments.
- Experience in recruitment, employee relations, performance management, and HR operations.
- Strong interpersonal and communication skills with the ability to engage employees across different levels of the organisation.
- Comfortable handling employee concerns, workplace conflicts, and sensitive staff matters with professionalism and discretion.
- Practical, hands-on, and solutions-oriented approach to HR and operational challenges.
- Ability to balance employee engagement with business and operational needs.
- Strong sense of accountability, organisational responsibility, and confidentiality in handling people and business matters.
- Familiarity with Singapore employment practices and statutory requirements.
- Able to work independently in a fast-paced and evolving environment.
