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Open nowPosted 28 days ago

HR Manager / Assistant HR Manager

MyCareersFuture94,028 open roles

Pay
SGD 4,000 – SGD 5,500 a month
Where
Central, Singapore
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Your applicationOpen nowHR Manager / Assistant HR ManagerMyCareersFuture · Central, Singapore

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on MyCareersFuture's own form.

The reply lands in your private mailbox

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The clock on this job

Early applications get read.

7.7% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 1.6%1 day
  2. 3.3%3 days
  3. 7.7%7 days
  4. 14.0%14 days
  5. 33.7%30 days
This job: posted 28 days ago

The posting

Job Summary: We are looking for an HR Manager who can operate as a strong business partner, guide and audit the HR Executive/Admin team, improve HR processes, and drive HR KPIs with real accountability. This role is hands-on, structured, and performance-driven, suitable for someone who can balance people care and business needs with firm standards.

Responsibilities:

As an HR Manager or Assistant HR Manager, your key responsibilities include, but are not limited to, the following:

· HR business partnering: Support leaders on manpower planning, performance management, employee relations, transfers, confirmations, and HR decision-making.

· Lead HR operations execution: Guide, check, and coach the HR Executive/Admin team to ensure accuracy, professionalism, and deadlines are consistently met.

· Process improvement and governance: Standardise HR SOPs, templates, and controls across recruitment, onboarding, payroll support, leave tracking, documentation, and offboarding.

· KPI setting and tracking: Build HR KPI dashboard, run weekly/monthly reviews, and drive action plans to close gaps until targets are met.

· Recruitment quality control: Strengthen screening and job assessment discipline, improve time-to-fill, reduce early attrition, and maintain backup candidate pipelines.

· Employee engagement: Drive practical engagement initiatives, new hire check-ins, stay interviews, recognition routines, and pulse checks, translate feedback into action plans and measurable improvements.

· Compliance and practical problem-solving: Partner the business to resolve HR compliance challenges with a solutions mindset, balancing business needs with local employment requirements. Propose workable options, implement the best-fit approach, and ensure decisions are properly documented, consistent, and audit-ready.

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