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Open nowPosted yesterday

Manager, People & Operations

MyCareersFuture94,028 open roles

Pay
SGD 3,000 – SGD 6,000 a month
Where
West, Singapore
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Your applicationOpen nowManager, People & OperationsMyCareersFuture · West, Singapore

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  4. 14.2%14 days
  5. 34.1%30 days
This job: posted yesterday

The posting

Role Purpose:

The Manager, People & Operations is responsible for leading the end-to-end HR operations and people management agenda for Yamazaki Mazak Singapore. This role provides hands-on leadership across employee relations, industrial relations, talent acquisition, workforce operations, performance management, compensation and benefits, employee engagement, compliance, and HR service delivery.

The incumbent serves as a trusted advisor to business leaders and managers while ensuring effective execution of people processes, workforce planning initiatives, organizational policies, and human capital programs.

This role is a key member of the HCM leadership team and partners closely with the HCM Lead to support organizational growth, workforce capability, culture, and operational excellence.

Key Responsibilities

1. HR Operations & Service Delivery

  • Lead the delivery of HR operations across the employee lifecycle, including onboarding, transfers, confirmations, disciplinary matters, promotions, and offboarding.
  • Ensure HR processes are accurate, compliant, and aligned with company policies and employment legislation.
  • Drive continuous improvement of HR workflows, controls, and service standards.
  • Oversee HR documentation, employee records, audits, and compliance requirements.
  • Ensure effective administration of employee benefits and HR-related services.

2. Employee Relations & Industrial Relations

  • Act as the focal point for employee relations matters across the organization.
  • Manage employee grievances, investigations, disciplinary cases, and conflict resolution.
  • Build and maintain positive relationships with union representatives and employee stakeholders.
  • Support collective agreement implementation and industrial relations activities.
  • Advise managers on employment legislation, workplace practices, and risk mitigation.

3. Talent Acquisition & Workforce Planning Execution

  • Lead recruitment operations and hiring delivery across professional, technical, and support functions.
  • Partner with business leaders to develop hiring strategies and workforce plans.
  • Ensure effective sourcing, selection, onboarding, and candidate experience.
  • Monitor recruitment KPIs, vacancy aging, and hiring effectiveness.
  • Support manpower planning execution in collaboration with business stakeholders.

4. Performance & Talent Management

  • Drive the annual performance management cycle, including goal setting, calibration, performance reviews, and performance improvement processes.
  • Support managers in performance coaching and employee development discussions.
  • Ensure timely and consistent application of performance management frameworks.
  • Coordinate talent review discussions and succession planning activities.
  • Facilitate employee development and career progression initiatives.

5. Compensation, Benefits & Reward Management

  • Lead the administration and governance of compensation and benefits programs, ensuring competitiveness, internal equity, and compliance with company policies and applicable regulations.
  • Support annual salary reviews, market benchmarking, salary structure maintenance, and compensation planning.
  • Support the development and implementation of salary frameworks, job grading methodologies, pay ranges, and reward guidelines.
  • Participate in annual increment, promotion, and variable bonus review exercises, providing recommendations based on business performance, market competitiveness, internal equity, and pay-for-performance principles.
  • Work closely with business leaders to review compensation proposals, retention cases, and critical talent recommendations.
  • Support collective agreement discussions and union-related compensation matters, including wage negotiations and related workforce reward initiatives.
  • Monitor market salary trends and employment practices, recommending targeted enhancements to maintain competitiveness and workforce sustainability.
  • Ensure effective administration of employee benefits programs, including insurance, medical benefits, wellness initiatives, and other employee value proposition offerings.
  • Drive continuous improvement of reward programs while maintaining overall alignment with the organization's compensation philosophy and budget parameters.
  • Prepare compensation analyses, workforce cost projections, and reward-related reports for management decision-making.

6. Compliance, Governance & Risk Management

  • Ensure compliance with employment legislation, MOM regulations, and company policies.
  • Support internal and external HR audits.
  • Maintain effective HR controls and governance processes.
  • Identify people-related risks and recommend mitigation strategies.
  • Support implementation and monitoring of HR policies and procedures.

7. Employee Engagement & Organizational Culture

  • Partner with leadership to strengthen employee engagement and organizational culture.
  • Lead employee communication, engagement initiatives, and culture-building activities.
  • Monitor organizational climate and recommend appropriate interventions.
  • Support change management and organizational transformation initiatives.

8. Leadership & People Management

  • Lead, coach, and develop the HR Operations team.
  • Establish clear goals, priorities, and service standards for the team.
  • Build capability within the HR function through coaching, mentoring, and structured development.
  • Foster collaboration and knowledge sharing across the HCM team.
  • Drive accountability, ownership, and continuous improvement within the team.

Requirements & Competencies

Education & Professional Background

  • Degree in Human Resource Management, Business Administration, Psychology, Organizational Development, or related discipline.
  • Professional HR certifications (IHRP, SHRM, CIPD, AHRI or equivalent) are advantageous.
  • 8–12 years of progressive HR experience.
  • At least 3 years in a leadership or people management role.
  • Strong experience across employee relations, industrial relations, HR operations, and recruitment.
  • Experience supporting a manufacturing, engineering, industrial, or unionized workforce is highly preferred.
  • Demonstrated experience managing HR investigations, disciplinary matters, and employee relations cases.
  • Experience managing annual salary review, bonus, and promotion exercises.
  • Working knowledge of compensation and benefits principles, salary benchmarking, and market practices.
  • Experience supporting unionized environments and wage negotiations will be highly advantageous.
  • Ability to analyze compensation data and make sound reward recommendations balancing market competitiveness, internal equity, affordability, and business needs.
  • Experience partnering with senior business stakeholders and leaders.
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