The posting
Key Responsibilities
1. HR Strategy, Governance and Compliance
- Partner with company leadership to develop and execute HR strategies and workforce initiatives aligned with business objectives.
- Develop, implement and regularly review HR policies, guidelines, procedures and controls to ensure clarity, consistency and operational effectiveness.
- Monitor compliance with Singapore employment legislation, regulatory requirements and company policies, and coordinate timely corrective action where required.
- Maintain appropriate governance over employee records, confidential information and HR documentation, including access, retention and accuracy controls.
2. Talent Acquisition and Employee Lifecycle
- Lead workforce planning, recruitment and selection activities, from manpower requisition and sourcing through offer management and hiring.
- Oversee the complete employee lifecycle, including onboarding, probation, working arrangements, leave administration, employee movements and offboarding.
- Ensure employee data and HR transactions are accurate, complete and processed in a timely manner.
3. Compensation, Benefits, Payroll and HR Planning
- Administer compensation and benefits programs in a fair, consistent and market-aware manner, in line with approved policies and budgets.
- Oversee monthly payroll inputs, checks and coordination to support accurate and timely payroll processing.
- Prepare the annual personnel budget and rolling forecasts, including headcount, payroll and related employee costs; monitor actuals and explain material variances.
- Support salary reviews, promotions and other compensation changes through structured analysis, internal equity checks and proper approvals.
4. Performance, Learning and Organization Development
- Manage the performance management cycle, including goal setting, review timelines, moderation support, documentation and follow-up actions.
- Assess capability needs and develop practical learning and development plans aligned with business priorities and employee growth.
- Support organization and talent reviews to improve role clarity, capability coverage, succession readiness and workforce structure.
5. Employee Relations and Culture
- Act as a trusted point of contact for employee relations matters, handling concerns, grievances, complaints and workplace disputes promptly, fairly and confidentially.
- Bridge management and employees by facilitating clear communication, addressing legitimate concerns and recommending balanced, policy-consistent solutions.
- Promote a respectful, inclusive, collaborative and accountable workplace culture that encourages engagement, creativity and continuous improvement.
6. HR Systems and Operational Excellence
- Ensure HR systems and workflows operate reliably; identify opportunities to improve functionality, data quality, controls and user experience.
- Establish relevant HR and administration metrics, prepare management reports and use data to identify issues, trends and improvement priorities.
- Lead process improvement and change initiatives across HR and administration, coordinating stakeholders and ensuring effective implementation.
7. Office Administration and Corporate Services
- Lead the full spectrum of office administration and supervise internal or external service providers, as applicable.
- Manage office facilities, workplace security, supplies, utilities, maintenance and related services in accordance with legal, safety and company requirements.
- Coordinate corporate travel, communication services, company events and employee activities with appropriate controls and service standards.
- Manage office and miscellaneous procurement, including vendor coordination, quotation or approval requirements, purchasing documentation and service delivery.
- Prepare the annual administration budget, monitor and control office expenses, and recommend cost-effective solutions without compromising operational needs.
- Ensure administrative operations comply with internal policies, delegated authorities, contractual obligations and applicable regulations.
8. People Management and Stakeholder Partnership
- Provide clear direction, coaching and performance feedback to the HR and administration team, where applicable.
- Build effective working relationships with leadership, employees, regional or group functions, vendors and relevant external parties.
- Prioritize competing demands, manage sensitive matters with sound judgement, and maintain delivery standards in a changing environment.
Qualifications and Experience
- Bachelor's degree in Human Resources, Business Administration or a related discipline.
- Minimum 8 years of progressive experience across HR and office administration, including at least 3 years in a managerial or team-lead capacity.
- Strong practical knowledge of the Singapore Employment Act and other relevant local employment regulations.
- Demonstrated experience in several of the following areas: recruitment, payroll coordination, compensation and benefits, performance management, employee relations, HR policy, workforce planning, budgeting and office administration.
- Proficiency in Microsoft Excel, Word and HR information systems or related business applications.
- Fluent spoken and written English. Mandarin capability is preferred where required for effective business communication with Mandarin-speaking stakeholders.
Core Competencies
- Strategic and commercial thinking: Connects people and administrative priorities to business needs.
- Leadership and ownership: Takes accountability, sets clear expectations and follows through.
- Communication and influence: Communicates clearly and works constructively across levels and functions.
- Judgement and integrity: Handles confidential and sensitive matters with discretion, fairness and professionalism.
- Problem solving and execution: Uses a structured approach, resolves issues pragmatically and delivers reliably.
- Organization and adaptability: Manages multiple priorities and remains effective in ambiguous or changing situations.
- Employee relations capability: Listens objectively, manages conflict and supports balanced, policy-consistent outcomes.
- Continuous improvement mindset: Simplifies processes, strengthens controls and improves service quality.
