HR Manager

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 & QUALIFI…