The posting
ABOUT THE ROLE
=DREAMS is entering its next stage of growth, scaling from around 70 to 150 resident scholars over the coming years. We are looking for a dynamic HR Manager to build our people function and organisational culture from the ground up —establishing the policies, practices, and rhythms that will carry us from an early-stage, informal team into a more structured organisation. This is fundamentally an organisation-building role: you will take full ownership of HR policy, compliance, and the employee lifecycle — attracting, developing, and supporting our people at every stage — while acting as a strategic partner to the Executive Director and senior leadership, engaging confidently across every level of the organisation to shape culture and the way we operate as we grow.
This is a hands-on HR leadership role, combining strategic people and organisational development with day-to-day HR management and administration. You will work closely with Finance and Facilities to ensure effective coordination of people ,administrative and organisational processes as =DREAMS grows.
KEY RESPONSIBILITIES
1. HR Policy & Compliance
• Own and maintain =DREAMS' HR policy framework, covering leave, expense and transport, disciplinary, and grievance matters
• Ensure compliance with the Employment Act, MOM regulations, and TAFEP guidelines across all HR practice
• Lead and administer disciplinary and performance management processes, ensuring consistency, procedural fairness and appropriate documentation
• Manage and review staff rostering and working-hour arrangements to ensure statutory compliance, appropriate coverage and staff wellbeing
• Lead HR governance, compliance and audit readiness, ensuring identified risks and actions are appropriately addressed
2. Talent Attraction, Development & Employee Lifecycle
• Lead talent attraction, recruitment, job descriptions, and onboarding for all roles, including relief and volunteer staff
• Manage the administration of payroll, compensation, increments and benefits, while ensuring fair, merit-based and compliant reward practices
• Drive career progression, succession planning, and competency-building — underpinned by structured performance reviews — to grow workforce capability as we scale
• Coordinate and administer learning and development activities, while working with team leads to identify capability needs and strengthen workforce skills
• Manage employee relations, offboarding, exit interviews, and related documentation with care
3. Culture & Organisation Development
• Build people practices and culture initiatives suited to =DREAMS' current stage of growth, evolving from an early-stage, informal team toward a more structured organisation
• Engage the management team directly in shaping culture, engagement, and communication rhythms — this is a collaborative build, not a top-down rollout
• Champion staff welfare and wellbeing, and design engagement and recognition practices suited to a residential, shift-based team
4. Strategic Partnership & Governance
• Act as a strategic partner to the Executive Director and senior leadership, bringing people insights into organisational planning and key decisions
• Develop and steward the annual HR budget, aligning investment in people with organisational and HR priorities
• Provide HR insights, reporting and recommendations to the HR Committee, Board and senior leadership to support organisational decision-making
• Own the HR segment of the organisational risk register
• Partner with the Executive Director on sensitive personnel matters, maintaining appropriate confidentiality
5. Operations Integration
• Work closely with Finance and Facilities to ensure effective coordination of people, administrative and organisational processes
• Support cross-functional operational continuity, including providing reasonable cover for essential administrative matters across functions when required
• Contribute to whole-organisation scholar and community events, recognising the importance of being connected to the =DREAMS community and residential environment
Experience & Qualifications
• Bachelor's degree, preferably in Business, Human Resources, or a related field
• 6+ years of progressive HR and operations experience, having worked across different stages of organisational growth — from early-stage or scaling environments through to more established organisations
• Demonstrated experience building HR practices and culture from the ground up, not just administering existing systems
• Experience managing shift-based or rostered teams; residential, education, or social service sector experience strongly preferred
• Highly organised, resilient, and resourceful, able to manage multiple priorities independently under pressure and tight deadlines
• Excellent interpersonal and communication skills, able to engage effectively with colleagues and leadership at every level
• Comfortable working cross-functionally without formal authority, building trust and alignment with Finance and Facilities counterparts
• Meticulous, proactive, and self-driven, with a collaborative mindset focused on the best outcomes for our staff and scholars
• High discretion and judgment in handling confidential personnel matters
