Senior HR Manager (Central East / Community Service NGO) [SAS]

HR Strategy & Organisational Development
• Support the development and execution of HR strategies aligned with business objectives.
• Partner with senior leaders on workforce planning and people initiatives.
• Develop and implement HR policies, frameworks, and best practices.
• Monitor HR metrics and KPIs to support data-driven decision-making.

Talent Acquisition & Workforce Planning
• Lead end-to-end recruitment and selection processes in compliance with employment legislation and fair employment practices.
• Drive workforce planning, succession planning, and talent retention initiatives.
• Review job descriptions and analyse recruitment/exit data to improve talent strategies.

Compensation & Benefits
• Manage salary review and bonus exercises.
• Conduct market benchmarking to ensure competitive remuneration practices.
• Develop employee rewards and recognition programmes to enhance engagement and retention.

Learning & Organisational Capability
• Develop L&D strategies to strengthen organisational capability.
• Drive competency frameworks, career development, and succession planning initiatives.
• Identify learning needs and implement development programmes for employees and leaders.

Performance Management
• Manage performance management frameworks and review processes.
• Facilitate performance reviews, calibration exercises, and improvement plans.
• Support leaders in building a culture of continuous feedback and high performance.

Employee Relations & Engagement
• Manage employee relations matters, including disciplinary and grievance cases.
• Ensure compliance with Singapore employment regulations and HR governance requirements.
• Drive employee engagement initiatives and foster a positive workplace culture.

HR Operations & Leadership
• Enhance HR processes, systems, and service delivery through continuous improvement.
• Lead and develop the HR team to achieve organisational goals.
• Drive HR digitalisation and process improvement initiatives.

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