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Open nowPosted 24 days ago

HR Manager

MyCareersFuture94,028 open roles

Pay
SGD 5,000 – SGD 6,100 a month
Where
Central, Singapore
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Your applicationOpen nowHR ManagerMyCareersFuture · Central, Singapore

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  4. 14.3%14 days
  5. 33.6%30 days
This job: posted 24 days ago

The posting

HEPMIL Media Group owns and operates SGAG, MGAG, PGAG, MRCI, HEPMIL Creators' Network & Bent Pixels Asia. HEPMIL Media Group has offices across Singapore, Kuala Lumpur, Jakarta, Manila, Bangkok & Ho Chi Minh and employs over 300 passionate individuals.

HEPMIL - SGAG and HEPMIL Creator’s Network (HCN), is home to one of the fastest growing content and creator businesses locally. We exist to Make Every Singaporean’s Day a Better One through the endless funny memes and videos on SGAG and by empowering the next generation of content creators through HCN.

HEPMIL Singapore (home to SGAG and HEPMIL Creator’s Network - HCN) is one of the fastest-growing content and creator businesses locally. We exist to Make Every Singaporean’s Day a Better One through endless funny memes and videos on SGAG, and by empowering the next generation of content creators through HCN.

About the Role

We are looking for an agile, progressive, and forward-thinking HR Manager who is passionate about shaping the employee experience, driving business growth, and leading robust HR foundations in a dynamic, creative environment.

As the HR Manager, you will transition seamlessly between Strategic HR Business Partnering and Operational Excellence. You will not just manage processes - you will own them. Reporting to the Regional Head of People, you will partner closely with business leaders to align people strategies with commercial objectives, lead end-to-end HR delivery, and mentor junior HR team members to foster a high-performance culture.

Key Responsibilities

1. HR Business Partnering & Strategic Advisory

  • Trusted Advisor: Act as the primary HR partner to designated business units and senior leads, deeply understanding their team dynamics, commercial goals, and people challenges.
  • Talent Strategy: Identify workforce trends, skills gaps, and retention risks; proactively design and implement data-driven HR solutions.
  • Change Management: Lead change management initiatives, organizational design, and workforce planning as the business continues to scale.
  • Leadership Coaching: Provide robust guidance and coaching to managers on employee relations, performance management, conflict resolution, and leadership development.

2. Talent Acquisition & Employer Branding

  • Workforce Planning: Partner with the Head of People and Business Leads to forecast regional and local manpower needs and execute high-impact talent acquisition strategies.
  • End-to-End Recruitment: Oversee the full lifecycle recruitment process for key and critical roles, ensuring benchmarking and offer management align with market standards.
  • Brand Amplification: Innovate and optimize our hiring processes and employer branding to elevate the candidate experience and attract top-tier "culture-adds."

3. Employee Experience, Culture & Engagement

  • Culture Driving: Continuously evolve HR policies, procedures, and employee handbooks to ensure they reflect our vibrant, creative culture and comply with progressive HR practices.
  • Holistic Well-being: Design and oversee comprehensive employee welfare and benefits programs that support mental, physical, and emotional wellness.
  • Lifecycle Management: Elevate the onboarding and offboarding frameworks to ensure seamless, memorable, and impactful employee transitions.

4. Performance Management & Talent Development

  • Performance Culture: Own the execution of the end-to-end performance appraisal cycles, coaching managers on effective goal-setting, constructive feedback, and growth conversations.
  • L&D Strategy: Identify organizational capabilities gaps and design learning and development (L&D) frameworks that drive employee growth, high performance, and career progression.

5. HR Operations, Payroll & Compliance

  • Oversight & Governance: Oversee the absolute compliance of HR operations with local employment laws (MOM), statutory regulations, and data protection standards (PDPA).
  • Payroll & Data Integrity: Supervise or directly manage the end-to-end monthly payroll processing, ensuring flawless accuracy in benefits, claims, statutory deductions, and tax filings (IR21/IR8A).
  • HRIS Management: Maintain impeccable employee records and maximize HRIS efficiency to generate insightful manpower data and reports for senior leadership.
  • Experience with manpower reports is highly advantageous

Requirements

  • Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. Professional HR certification (e.g., IHRP) is highly advantageous.
  • Experience: 6 to 8 years of well-rounded HR generalist experience, with at least 2+ years in a supervisory or assistant managerial capacity, ideally within a creative agency, media, tech, or fast-paced startup environment.
  • Core Skills: Strong expertise in employment laws (Employment Act), payroll administration, performance management frameworks, and employee relations.
  • Leadership & Influence: Proven track record of influencing and coaching people managers and driving cross-functional HR initiatives.
  • Attributes: Exceptional communication and interpersonal skills, high emotional intelligence, and absolute discretion with confidential data.
  • Adaptability: A self-motivated, proactive problem-solver who thrives in an agile, rapidly evolving, and highly creative work culture.
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