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Open nowPosted today

Director of Culture and Human Capital

MyCareersFuture92,057 open roles

Pay
SGD 10,000 – SGD 15,000 a Monthly
Where
Central, Singapore
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Your applicationOpen nowDirector of Culture and Human CapitalMyCareersFuture · Central, Singapore

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7.8% of postings close within 7 days. Measured by our own scanner across the market. MyCareersFuture postings stay open a median of 1 days.

Share of postings closed within
  1. 1.7%1 day
  2. 3.5%3 days
  3. 7.8%7 days
  4. 14.6%14 days
  5. 34.0%30 days
This job: posted today

MyCareersFuture median: 1 days open

The posting

Job Summary:

The Director of Culture and Human Capital is responsible for shaping the hotel’s culture and leading its overall human capital strategy in alignment with business objectives. As a member of the Leadership Committee, the role partners with the General Manager and department leaders to build an engaged, capable, and high-performing workforce through effective talent acquisition, workforce planning, employee experience, engagement, performance management, learning and development, succession planning, compensation, and employee relations. The role champions a positive workplace culture where organisational values are reflected in leadership behaviours, employee experiences, and everyday ways of working.

We welcome applications from experienced Human Capital leaders, including those who may be ready to step into a Leadership Committee role for the first time and can demonstrate the maturity, business acumen, and leadership capability required to operate at this level.

Areas of Focus:

This role focuses on organisational culture, employee experience and engagement, human capital strategy, workforce planning, talent acquisition, succession planning, performance management, learning and development, compensation and benefits, employee relations, leadership development, organisational effectiveness, and HR governance.

Strategic Responsibilities/Duties:

  1. Develop and implement the hotel’s Culture and Human Capital strategy in alignment with business priorities and workforce requirements.
  2. Serve as a strategic advisor to the General Manager and Leadership Committee on organisational culture, workforce matters, employee engagement, talent risks, and people-related business decisions.
  3. Champion the hotel’s desired workplace culture and ensure organisational values are translated into meaningful leadership behaviours, employee practices, and everyday ways of working.
  4. Lead employee experience and engagement strategies, including engagement surveys, employee listening, recognition, communication, and action planning.
  5. Partner with department leaders to strengthen team culture, leadership effectiveness, collaboration, accountability, and employee engagement.
  6. Lead workforce planning, including manpower requirements, organisational structures, workforce productivity, critical positions, and future capability needs.
  7. Lead the hotel’s talent acquisition strategy and ensure recruitment and selection practices provide a sustainable pipeline of suitable talent.
  8. Partner with hiring managers on recruitment strategies, candidate assessment, selection, compensation considerations, and workforce requirements.
  9. Lead and facilitate the Human Capital Review process, ensuring robust assessment of talent, leadership capability, succession readiness, and development priorities across the hotel.
  10. Establish and maintain an effective performance management framework that promotes accountability, regular feedback, employee development, and achievement of business objectives.
  11. Lead learning and development strategies that strengthen operational capability, leadership effectiveness, service culture, and employee development.
  12. Coach and advise leaders on people leadership, employee engagement, performance management, team effectiveness, and employee relations.
  13. Develop recognition and employee initiatives that reinforce desired behaviours, celebrate contributions, and strengthen employees’ connection with the organisation.
  14. Monitor employee retention, turnover, absenteeism, engagement, recruitment, and other workforce indicators to identify trends, risks, and opportunities for improvement.
  15. Conduct regular compensation benchmarking and internal equity reviews, identifying and addressing potential remuneration issues while ensuring external competitiveness and internal fairness.
  16. Oversee employee relations matters and guide leaders on performance concerns, grievances, disciplinary matters, workplace conduct, and other employment issues.
  17. Lead and maintain positive union and industrial relations, including partnership with union representatives, collective agreement administration, consultation on workforce matters, dispute resolution, and compliance with applicable labour legislation.
  18. Ensure Human Capital policies, procedures, employment practices, and documentation are consistently implemented and maintained.
  19. Ensure recruitment and employment practices are fair, merit-based, and aligned with applicable Singapore employment legislation and fair employment practices.
  20. Lead organisational change and culture initiatives, ensuring effective communication, employee involvement, leadership alignment,and sustainable implementation.
  21. Utilise employee feedback, workforce analytics, and Human Capital data to generate insights, identify trends, and provide recommendations to support decision making. Prepare and present workforce, talent, engagement, and organisational performance reports to the leadership committee and stakeholders as required.
  22. Partner with operational leaders to optimise workforce productivity, labour utilisation, scheduling effectiveness, and associated labour costs while maintaining service standards and employee engagement.
  23. Lead, coach, and develop the Human Capital team to ensure effective delivery of Human Capital services and initiatives.
  24. Lead employer branding initiatives that position the hotel as an employer of choice and strengthen talent attraction, retention, and workforce reputation.
  25. Champion diversity, equity, inclusion, and belonging initiatives that support a respectful workplace and broaden access to talent and development opportunities.
  26. Ensure effective adoption and utilization of Human Capital systems and digital tools to improve employee experience, data integrity, reporting accuracy and workforce management efficiency.
  27. Where applicable, present workforce, talent, engagement and organizational performance insights to ownership representatives and external stakeholders, providing recommendations aligned with business objectives.
  28. Oversee employee wellbeing initiatives, mental wellness programmes, and workforce support strategies that contribute to employee resilience, engagement, and organisational sustainability.
  29. Perform other duties as assigned by the direct reporting manager.

Key Skills and Requirements:

  1. Bachelor’s degree in Human Resources, Business Administration, Psychology or related field
  2. Minimum 15 years of progressive Human Capital/Human Resources experience, preferably within the hospitality, tourism, or service industry.
  3. At least 8 years of experience in a senior HR leadership position, with responsibility for developing and executing people strategies aligned with business objectives.
  4. Professional certifications such as IHRP-SP, IHRP-MP,SHRM-SCP, SPHR, and/or ACLP certification will be an added advantage.
  5. Proven experience in talent management, succession planning, organisational development, employee relations, and change management.
  6. Strong business acumen with the ability to partner effectively with senior management and drive organisational performance through people strategies.
  7. Excellent leadership, stakeholder management, communication, and interpersonal skills.
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