Senior Human Resources Manager

Reports To

Director for Human Resources

Job Purpose

The Senior Human Resources Manager is responsible for managing the full spectrum of Human Resource functions, serving as a strategic business partner while overseeing Compensation & Benefits, Talent Management, Performance Management, and Succession Planning. The role supports a large and diverse workforce, ensuring effective HR service delivery, compliance, and the implementation of people strategies that align with the organisation's business objectives.

The incumbent will work closely with business leaders and department heads on workforce planning, employee relations, organisational development, talent retention, leadership development, and other people-related matters. The role is also responsible for ensuring consistent HR practices across the organisation and for supporting a positive, high-performing workplace culture.

Key Responsibilities

HR Business Partner

• Partner with business leaders and department heads to align HR strategies with business objectives.
• Provide professional HR advise and guidance on employee relations, performance management, workforce planning, and organisational development.
• Support organisational restructuring, manpower planning, and change management initiatives.
• Build strong relationships with stakeholders to address people related challenges and improve organisational effectiveness.
• Ensure consistent implementation of HR policies, procedures, and best practices.

Compensation & Benefits

• Lead the annual salary review, bonus, and incentive programmes.
• Review and recommend compensation structures to ensure market competitiveness and internal equity.
• Conduct salary benchmarking and market analysis.
• Administer employee benefits programmes and recommend improvements to enhance employee value proposition.
• Support manpower budgeting and monitor staff costs.
• Ensure compliance with statutory requirements and company policies relating to compensation and benefits.

Talent Management & Performance Management

• Lead the annual performance management cycle, including goal setting, mid-year and annual reviews, and performance calibration.
• Facilitate talent review discussions with management.
• Identify high potential employees and develop talent development plans.
• Partner with Learning & Development to identify training needs and leadership development programmes.
• Drive employee engagement and retention initiatives.

Succession Planning

• Develop and maintain succession plans for key and critical positions.
• Work with business leaders to identify successors and assess succession readiness.
• Monitor development plans for identified successors.
• Support leadership development initiatives to strengthen organisational capability.

Employee Relations

• Manage employee relations matters, including disciplinary issues, grievances, investigations, counselling, and conflict resolution.
• Provide guidance to managers on employee performance and conduct issues.
• Promote a positive employee experience and healthy workplace culture.

HR Operations

• Oversee the full spectrum of HR functions, including recruitment support, onboarding, confirmation, transfers, promotions, employee movements, and offboarding.
• Ensure HR records and employee documentation are maintained accurately.
• Review and update HR policies and procedures.
• Ensure compliance with the Employment Act, MOM regulations, and other relevant statutory requirements.

HR Projects & Continuous Improvement

• Lead HR initiatives and transformation projects to improve HR processes and employee experience.
• Drive digitalisation and process improvements within the HR function.
• Prepare HR reports, dashboards, and workforce analytics to support management decision making.
• Participate in organisation wide projects as assigned.

Requirements

• Bachelor's Degree in Human Resources, Business Administration, Psychology, or a related discipline.
• Minimum 12 years of progressive Human Resource experience, with at least 6 years in a managerial role.
• Proven experience in managing the full spectrum of Human Resource functions.
• Strong experience in Compensation & Benefits, HR Business Partnering, Talent Management, Performance Management, and Succession Planning.
• Experience in salary benchmarking, compensation review, and workforce planning.
• Proven experience managing a large workforce or high-volume employee population, preferably across multiple sites.
• Experience supporting a fast-paced operational environment with a diverse workforce.
• Good knowledge of Singapore Employment Act, MOM regulations, and HR best practices.
• Experience in the preschool, education, or early childhood sector will be an advantage.
• Knowledge of ECDA regulations and preschool HR practices will be an added advantage.
• Proficient in Microsoft Office applications and HR Information Systems.