ROLE SUMMARY

The Human Resource (HR) Manager is a strategic leadership role responsible for driving and evolving the Company's people strategy as the organisation grows locally and internationally. The role combines strategic HR planning with hands-on execution across the full spectrum of human resource functions, including talent acquisition, employee engagement, performance management, learning & development, compensation & benefits, organisational development, and HR governance & compliance.

KEY RESPONSIBILITIES

Company-wide Strategic HR Leadership

• Provide Company-wide HR leadership by aligning people strategies with business objectives and organisational growth plans.
• Lead and manage the full employee lifecycle, organisational design, workforce planning, and the digitalisation and continuous enhancement of HR systems (e.g. HRIS).
• Monitor HR Key Performance Indicators (KPIs), analyse trends, provide insights, and recommend improvements to Senior Management.
• Review and continuously improve HR policies, systems, workflows, and operating procedures to enhance organisational effectiveness.
• Develop the Company's international HR strategy, including:workforce planning for Singapore HQ and overseas operations;internationally scalable HR policies and processes;compliance with local employment legislation across multiple jurisdictions;HR infrastructure to support cross-border operations (e.g. systems, reporting, documentation, communication); andcompensation, benefits, mobility and relocation frameworks for international assignments.

Talent Acquisition

• Forecast workforce requirements by assessing business growth plans, staffing levels, capability gaps, and succession needs.
• Position the Company as an employer of choice through employer branding, employee value proposition, and talent engagement initiatives.
• Develop and implement effective talent sourcing and recruitment strategies to attract high-quality, mission-aligned candidates.
• Lead end-to-end recruitment across the organisation.
• Partner with Line Managers to develop job descriptions, interview frameworks, and selection criteria.
• Ensure an effective onboarding experience that supports employee integration, engagement, and cultural alignment.

Employee Engagement

• Monitor employee engagement and workforce sentiment through regular surveys and feedback channels.
• Design and implement Company-wide initiatives that foster a culture of quality, care, trust, balance, and delight.
• Partner with Line Managers to strengthen team engagement, collaboration, and employee well-being.
• Develop and implement employee retention and recognition initiatives.
• Manage employee relations matters, including grievances, disciplinary processes, and conflict resolution with professionalism, fairness, empathy, and confidentiality.

Performance Management

• Implement and continuously improve the Company's performance management framework and career development pathways.
• Identify and develop high-potential employees through structured talent management initiatives.
• Manage employee confirmation, promotion, transfers, rotation, succession planning, and separation processes.
• Coach Reporting Officers and employees on goal setting, performance feedback, coaching conversations, and career development.

Learning & Development

• Collaborate with Line Managers to identify organisational and individual learning needs.
• Coordinate internal and external learning opportunities, including workshops, certifications, seminars, and online learning programmes.
• Support succession planning through structured learning pathways, mentoring programmes, and leadership development initiatives.
• Evaluate training effectiveness and continuously improve learning outcomes.

Compensation & Benefits

• Develop, implement, and administer compensation and benefits policies that support organisational objectives.
• Conduct regular market benchmarking to ensure competitiveness and internal equity.
• Support annual salary review and performance-based reward processes.

Legal & Compliance

• Develop, implement, and maintain Company HR policies and governance frameworks.
• Maintain HR Standard Operating Procedures (SOPs), Employee Handbook, employment documentation, and HR communications.
• Ensure compliance with Singapore employment legislation, MOM regulations, Tripartite Guidelines on Fair Employment Practices, PDPA requirements, and foreign manpower regulations.
• Support audits and ensure proper HR documentation and record management.

REQUIREMENTS & QUALIFICATIONS

• Degree in Human Resources, Business Management, or a related discipline.
• Minimum 5 years of progressive HR experience covering both strategic and operational HR responsibilities.
• Experience leading organisational growth, transformation, and change management initiatives.
• Good knowledge of workforce planning, organisational development, employee relations, talent management, and performance management.
• Experience implementing and optimising HRIS and digital HR systems.
• Familiar with multi-country HR operations, including:workforce planning for international expansion;localisation of HR policies and practices;international HR governance and reporting;cross-border collaboration with overseas HR teams; andregional compensation and benefits benchmarking.
• Proficient in Microsoft Office, Google Workspace, and HR Information Systems.

This version is closer to the standard expected of an HR Manager / Head of HR job description in Singapore. It also reads more consistently, removes duplicated points, and better reflects responsibilities for a company preparing for regional or international expansion.