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Open nowPosted today

Assistant Director/Deputy Director, Employee Experience & Transformation (HR)

Singapore Children's Society

Pay
SGD 8,000 – SGD 9,000 a month
Where
Central, Singapore
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Your applicationOpen nowAssistant Director/Deputy Director, Employee Experience & Transformation (HR)Singapore Children's Society · Central, Singapore

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This job: posted today

The posting

The Assistant Director/Deputy Director, Employee Experience & Transformation leads the implementation of priority HR transformation initiatives and strengthens HR service delivery, employee experience, workforce intelligence and organisational effectiveness across the Society.

In support of the Society’s Service Strategies (2026–2030), initial priorities include HR process digitalisation, implementation of an integrated HR system, process improvement and the development of workforce planning and analytics capabilities.

Reporting to the Head of HR, the incumbent works across HR functional teams and with organisational stakeholders to translate approved HR priorities into deliverable programmes, measurable improvements and sustainable practices. As major transformation initiatives transition into steady-state operations, the incumbent will progressively lead other HR initiatives and cross-functional projects assigned by the Head of HR, in line with evolving organisational priorities.

Key Responsibilities

1. HR Transformation & Organisational Effectiveness

  • Lead the delivery of an agreed portfolio of HR transformation initiatives, with defined scope, milestones, accountabilities and intended outcomes.
  • Identify and prioritise opportunities to improve HR service quality, process efficiency and employee experience, using evidence from stakeholders and operational performance.
  • Partner HR functional owners to redesign priority processes and clarify responsibilities, controls and service standards; ensure operational ownership is agreed before handover.
  • Develop and manage project plans, implementation roadmaps, resource requirements and change management plans for approved initiatives.
  • Track delivery against agreed milestones, benefits, risks and adoption indicators; escalate issues and implement corrective actions as needed.
  • Embed continuous improvement practices and establish post-implementation reviews to confirm that intended improvements are sustained.

2. HR Digitalisation & Technology

  • Develop and deliver a phased HR digitalisation roadmap, prioritised according to organisational needs, feasibility, resources and expected benefits.
  • Work with IT and HR functional owners to evaluate and recommend suitable HR technology solutions, including employee self-service, recruitment, learning and analytics tools, for management approval.
  • Work with IT, functional owners and vendors, on the coordinated implementation of approved HR technology projects, including requirements, testing, data readiness, training and rollout.
  • Redesign and automate selected HR workflows to reduce manual effort, improve data accuracy and enhance user experience.
  • Establish adoption, system performance and benefits-realisation measures, and ensure clear arrangements for ongoing system ownership, support and improvement.
  • Resolve implementation dependencies to support timely and effective change adoption.
  • Enable reliable HR data and reporting capabilities that support workforce planning and management decision-making.

3. Employee Experience, Wellbeing & Engagement

  • Lead the design and coordination of priority employee experience improvements, informed by staff feedback, employee journey reviews and organisational needs.
  • Partner relevant HR functional owners, including C&B, to translate engagement and wellbeing insights into targeted improvements to policies, processes and the employee experience.
  • Manage the employee engagement survey and the analysis of organisation-wide survey findings and the tracking of agreed cross-functional improvement actions, working with the teams responsible for implementation.
  • Strengthen employee listening and feedback mechanisms and establish a process for prioritising and responding to recurring employee experience issues.
  • Analyse staff feedback and engagement trends, recommend organisation-wide interventions and advise on improvement priorities.
  • Evaluate the effectiveness of employee experience initiatives through agreed indicators, feedback and follow-up reviews.

4. Workforce Analytics & Organisation Effectiveness

  • Lead selected workforce analytics and organisation effectiveness projects, in partnership with the relevant functional owners.
  • Coordinate approved job architecture and job evaluation projects, including work with external advisers where applicable, to strengthen role clarity and organisational alignment.
  • Develop and recommend consistent approaches to job documentation, role clarity and alignment of roles with organisational objectives.
  • Establish practical HR dashboards and a consistent set of workforce metrics, with agreed definitions, data owners and reporting cycles.
  • Analyse recruitment, retention, turnover, engagement, absenteeism, manpower costs and other workforce indicators to identify material trends and risks.
  • Translate workforce data into actionable insights and recommendations for management decisions and prioritisation.
  • Support strategic workforce planning through analysis of current and projected manpower and capability needs, in collaboration with HR functional teams and organisational stakeholders.
  • Present clear workforce insights, project outcomes and recommendations to Management and relevant Board Committees, as required.

5. Evolving HR Responsibilities

  • As major HR transformation programmes reach steady-state operations and are handed over to the relevant functional owners, lead other HR initiatives, organisational improvement programmes and cross-functional assignments as determined by the Head of HR, based on the Society’s evolving priorities.
  • Maintain responsibility for continuous improvement and the sustainability of implemented changes.

Qualifications and Experience

  • Degree in Human Resources, Business Administration, Organisational Development or a related discipline.
  • At least 10 years of relevant HR experience, with at least 5 years in a managerial position.
  • Broad HR experience, with exposure to HR transformation, HR technology, employee experience, organisation effectiveness or related areas.
  • Demonstrated experience leading organisation-wide initiatives, cross-functional projects and organisational change.
  • Experience in HR systems implementation, process improvement and/or workforce analytics would be advantageous.
  • Strong project management, analytical and stakeholder management capabilities.
  • Able to operate effectively at both strategic and implementation levels and work collaboratively across HR functions.

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