HR Manager

Role Purpose: The HR Manager will oversee the full spectrum of human resource functions and serve as a trusted HR partner to management and staff. The role combines hands-on HR operations with strategic people management, ensuring that HR policies, processes and practices are effective, compliant and aligned with Filos' organisational objectives. The HR Manager will work closely with management and department heads on workforce planning, talent acquisition, employee relations, performance management, staff development, engagement and retention. The role will also use HR data and insights to identify workforce trends and support informed management decisions. The successful candidate should be comfortable operating in a dynamic social service environment, balancing organisational needs with empathy, fairness and care for employees. Key Responsibilities HR Strategy & Workforce Planning • Develop and implement HR strategies, policiesand initiatives aligned with Filos' organisational priorities and values. • Partner management and department heads on workforce planning, manpower needs, organisational changes and succession considerations. • Monitor workforce trends including headcount, turnover, recruitment needs, retention and staffing gaps. • Provide HR insights and recommendations to management to support people-related decision-making. • Review and improve HR practices to ensure they remain relevant, practical and appropriate for the organisation's size and operating environment. Talent Acquisition & Workforce Resourcing • Oversee the full recruitment cycle, from manpower requisition and job description review to sourcing, selection, offers and onboarding. • Work with hiring managers to clarify role requirements and ensure appropriate candidate assessment. • Develop effective recruitment strategies to attract and retain suitable talent, particularly for hard-to-fill roles. • Monitor recruitment effectiveness, including time-to-fill, recruitment sources and hiring outcomes. • Review onboarding processes to ensure new employees are effectively integrated into the organisation. Employee Relations & Staff Support • Serve as a trusted HR advisor and point of contact for employees and managers on HR-related matters. • Handle employee relations matters with discretion, empathy, fairness and appropriate consideration of organisational needs. • Guide managers in addressing performance, conduct, workplace concerns and other employee matters. • Support the resolution of workplace issues and facilitate constructive communication between employees and management. • Promote a safe, respectful and inclusive workplace environment. Performance Management & Talent Development • Oversee the organisation's performance management framework, including goal setting, performance reviews and development planning. • Support managers in setting meaningful and measurable performance objectives aligned with organisational priorities. • Identify performance gaps and advise managers on appropriate interventions, including coaching, development plans and performance improvement measures. • Develop and strengthen talent management, succession planning and career development practices. • Support the identification and development of high-potential employees and future leaders. Learning & Development • Develop and implement an organisation-wide learning and development framework. • Conduct training needs analysis and identify capability gaps across departments. • Work with managers to develop appropriate learning interventions, including formal training, on-the-job learning, coaching and mentoring. • Establish processes to track training participation, expenditure and learning outcomes. • Evaluate the effectiveness and impact of learning initiatives. • Develop career and competency development pathways where appropriate. Compensation, Benefits & Employee Well-being • Review and benchmark employee benefits and HR practices to ensure Filos remains reasonably competitive within the social service sector. • Manage and review leave, benefits, wellness and staff welfare policies. • Develop initiatives that support employee well-being, engagement and retention. • Work with relevant internal committees and stakeholders on staff wellness and engagement initiatives. • Monitor employee feedback and recommend improvements to the overall employee experience. HR Policies, Compliance & Governance • Develop, review and maintain HR policies, procedures and employment practices. • Ensure HR practices comply with applicable Singapore employment legislation and relevant fair employment and workplace requirements. • Keep abreast of developments in employment legislation, workplace practices and HR trends. • Ensure appropriate handling and protection of employee personal data in accordance with PDPA requirements. • Maintain accurate and confidential employee records and HR documentation. • Provide advice to management on employment-related risks and appropriate HR practices. HR Operations & Process Improvement • Oversee day-to-day HR operations and ensure HR processes are timely, accurate and consistently administered. • Review and streamline HR workflows, forms, processes and documentation. • Identify opportunities to improve HR efficiency through technology, automation and better use of HR systems. • Ensure effective administration of employee lifecycle processes, including onboarding, confirmation, transfers, promotions, leave, performance reviews and offboarding. • Develop appropriate HR dashboards, reports and metrics for management review. HR Analytics & Insights • Establish meaningful HR metrics and dashboards to monitor workforce trends and organisational health. • Analyse data relating to headcount, turnover, absenteeism, recruitment, retention, training, performance and employee engagement. • Translate HR data into practical insights and recommendations for management. • Identify…