Manager, People & Operations

Role Purpose: The Manager, People & Operations is responsible for leading the end-to-end HR operations and people management agenda for Yamazaki Mazak Singapore. This role provides hands-on leadership across employee relations, industrial relations, talent acquisition, workforce operations, performance management, compensation and benefits, employee engagement, compliance, and HR service delivery. The incumbent serves as a trusted advisor to business leaders and managers while ensuring effective execution of people processes, workforce planning initiatives, organizational policies, and human capital programs. This role is a key member of the HCM leadership team and partners closely with the HCM Lead to support organizational growth, workforce capability, culture, and operational excellence. Key Responsibilities 1. HR Operations & Service Delivery • Lead the delivery of HR operations across the employee lifecycle, including onboarding, transfers, confirmations, disciplinary matters, promotions, and offboarding. • Ensure HR processes are accurate, compliant, and aligned with company policies and employment legislation. • Drive continuous improvement of HR workflows, controls, and service standards. • Oversee HR documentation, employee records, audits, and compliance requirements. • Ensure effective administration of employee benefits and HR-related services. 2. Employee Relations & Industrial Relations • Act as the focal point for employee relations matters across the organization. • Manage employee grievances, investigations, disciplinary cases, and conflict resolution. • Build and maintain positive relationships with union representatives and employee stakeholders. • Support collective agreement implementation and industrial relations activities. • Advise managers on employment legislation, workplace practices, and risk mitigation. 3. Talent Acquisition & Workforce Planning Execution • Lead recruitment operations and hiring delivery across professional, technical, and support functions. • Partner with business leaders to develop hiring strategies and workforce plans. • Ensure effective sourcing, selection, onboarding, and candidate experience. • Monitor recruitment KPIs, vacancy aging, and hiring effectiveness. • Support manpower planning execution in collaboration with business stakeholders. 4. Performance & Talent Management • Drive the annual performance management cycle, including goal setting, calibration, performance reviews, and performance improvement processes. • Support managers in performance coaching and employee development discussions. • Ensure timely and consistent application of performance management frameworks. • Coordinate talent review discussions and succession planning activities. • Facilitate employee development and career progression initiatives. 5. Compensation, Benefits & Reward Management • Lead the administration and governance of compensation and benefits programs, ensuring competitiveness, internal equity, and compliance with company policies and applicable regulations. • Support annual salary reviews, market benchmarking, salary structure maintenance, and compensation planning. • Support the development and implementation of salary frameworks, job grading methodologies, pay ranges, and reward guidelines. • Participate in annual increment, promotion, and variable bonus review exercises, providing recommendations based on business performance, market competitiveness, internal equity, and pay-for-performance principles. • Work closely with business leaders to review compensation proposals, retention cases, and critical talent recommendations. • Support collective agreement discussions and union-related compensation matters, including wage negotiations and related workforce reward initiatives. • Monitor market salary trends and employment practices, recommending targeted enhancements to maintain competitiveness and workforce sustainability. • Ensure effective administration of employee benefits programs, including insurance, medical benefits, wellness initiatives, and other employee value proposition offerings. • Drive continuous improvement of reward programs while maintaining overall alignment with the organization's compensation philosophy and budget parameters. • Prepare compensation analyses, workforce cost projections, and reward-related reports for management decision-making. 6. Compliance, Governance & Risk Management • Ensure compliance with employment legislation, MOM regulations, and company policies. • Support internal and external HR audits. • Maintain effective HR controls and governance processes. • Identify people-related risks and recommend mitigation strategies. • Support implementation and monitoring of HR policies and procedures. 7. Employee Engagement & Organizational Culture • Partner with leadership to strengthen employee engagement and organizational culture. • Lead employee communication, engagement initiatives, and culture-building activities. • Monitor organizational climate and recommend appropriate interventions. • Support change management and organizational transformation initiatives. 8. Leadership & People Management • Lead, coach, and develop the HR Operations team. • Establish clear goals, priorities, and service standards for the team. • Build capability within the HR function through coaching, mentoring, and structured development. • Foster collaboration and knowledge sharing across the HCM team. • Drive accountability, ownership, and continuous improvement within the team. Requirements & Competencies Education & Professional Background • Degree in Human Resource Management, Business Administration, Psychology, Organizational Development, or related discipline. • Professional HR certifications (IHRP, SHRM, CIPD, AHRI or equivalent) are advantageous. • 8–12 years of progressive HR experience. • At least 3 years in a leadership or people management role. • Strong experie…