HR Manager

Key Responsibilities 1. HR Strategy, Governance and Compliance • Partner with company leadership to develop and execute HR strategies and workforce initiatives aligned with business objectives. • Develop, implement and regularly review HR policies, guidelines, procedures and controls to ensure clarity, consistency and operational effectiveness. • Monitor compliance with Singapore employment legislation, regulatory requirements and company policies, and coordinate timely corrective action where required. • Maintain appropriate governance over employee records, confidential information and HR documentation, including access, retention and accuracy controls. 2. Talent Acquisition and Employee Lifecycle • Lead workforce planning, recruitment and selection activities, from manpower requisition and sourcing through offer management and hiring. • Oversee the complete employee lifecycle, including onboarding, probation, working arrangements, leave administration, employee movements and offboarding. • Ensure employee data and HR transactions are accurate, complete and processed in a timely manner. 3. Compensation, Benefits, Payroll and HR Planning • Administer compensation and benefits programs in a fair, consistent and market-aware manner, in line with approved policies and budgets. • Oversee monthly payroll inputs, checks and coordination to support accurate and timely payroll processing. • Prepare the annual personnel budget and rolling forecasts, including headcount, payroll and related employee costs; monitor actuals and explain material variances. • Support salary reviews, promotions and other compensation changes through structured analysis, internal equity checks and proper approvals. 4. Performance, Learning and Organization Development • Manage the performance management cycle, including goal setting, review timelines, moderation support, documentation and follow-up actions. • Assess capability needs and develop practical learning and development plans aligned with business priorities and employee growth. • Support organization and talent reviews to improve role clarity, capability coverage, succession readiness and workforce structure. 5. Employee Relations and Culture • Act as a trusted point of contact for employee relations matters, handling concerns, grievances, complaints and workplace disputes promptly, fairly and confidentially. • Bridge management and employees by facilitating clear communication, addressing legitimate concerns and recommending balanced, policy-consistent solutions. • Promote a respectful, inclusive, collaborative and accountable workplace culture that encourages engagement, creativity and continuous improvement. 6. HR Systems and Operational Excellence • Ensure HR systems and workflows operate reliably; identify opportunities to improve functionality, data quality, controls and user experience. • Establish relevant HR and administration metrics, prepare management reports and use data to identify issues, trends and improvement priorities. • Lead process improvement and change initiatives across HR and administration, coordinating stakeholders and ensuring effective implementation. 7. Office Administration and Corporate Services • Lead the full spectrum of office administration and supervise internal or external service providers, as applicable. • Manage office facilities, workplace security, supplies, utilities, maintenance and related services in accordance with legal, safety and company requirements. • Coordinate corporate travel, communication services, company events and employee activities with appropriate controls and service standards. • Manage office and miscellaneous procurement, including vendor coordination, quotation or approval requirements, purchasing documentation and service delivery. • Prepare the annual administration budget, monitor and control office expenses, and recommend cost-effective solutions without compromising operational needs. • Ensure administrative operations comply with internal policies, delegated authorities, contractual obligations and applicable regulations. 8. People Management and Stakeholder Partnership • Provide clear direction, coaching and performance feedback to the HR and administration team, where applicable. • Build effective working relationships with leadership, employees, regional or group functions, vendors and relevant external parties. • Prioritize competing demands, manage sensitive matters with sound judgement, and maintain delivery standards in a changing environment. Qualifications and Experience • Bachelor's degree in Human Resources, Business Administration or a related discipline. • Minimum 8 years of progressive experience across HR and office administration, including at least 3 years in a managerial or team-lead capacity. • Strong practical knowledge of the Singapore Employment Act and other relevant local employment regulations. • Demonstrated experience in several of the following areas: recruitment, payroll coordination, compensation and benefits, performance management, employee relations, HR policy, workforce planning, budgeting and office administration. • Proficiency in Microsoft Excel, Word and HR information systems or related business applications. • Fluent spoken and written English. Mandarin capability is preferred where required for effective business communication with Mandarin-speaking stakeholders. Core Competencies • Strategic and commercial thinking : Connects people and administrative priorities to business needs. • Leadership and ownership : Takes accountability, sets clear expectations and follows through. • Communication and influence : Communicates clearly and works constructively across levels and functions. • Judgement and integrity : Handles confidential and sensitive matters with discretion, fairness and professionalism. • Problem solving and execution : Uses a structured approach, resolves issues pragmatically and deliver…