Regional People Development Manager

3 days ago

Singapore beBeeTransformation Full time $7,500 - $8,500
Job Opportunity:

The position of Regional HR Manager is responsible for spearheading the development and implementation of human capital strategies that drive business growth, innovation, and customer satisfaction.

This role requires a strategic thinker who can align actionable HR initiatives with business objectives to deliver organisational outcomes.

Key Responsibilities:

  • Strategic Business Partnership & Human Capital Alignment: Serve as a trusted advisor to top executive leadership on all people-related matters, ensuring HR strategies are fully integrated with business objectives.
  • Organisational Development & Capability Building: Lead organisation-wide diagnostics to assess structure, processes, culture, and capabilities, designing and driving interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
  • Change Management Leadership: Act as executive sponsor for transformation, digitalisation, and change initiatives across the organisation, developing and executing structured change management plans including stakeholder engagement, communication, and training.
  • Talent Management & Workforce Planning: Oversee workforce planning to ensure the right people with the right skills are in the right roles, now and in the future, direct robust talent acquisition, onboarding, and internal mobility programs to support business growth and succession.
  • Employee Experience, Culture & Engagement: Foster an engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement, lead strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
  • Total Rewards: Design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent, oversee the development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
  • Performance Management: Oversee the design, implementation, and continuous improvement of the performance management framework, ensuring it drives a culture of accountability and high performance, champion continuous feedback, coaching, and development conversations between managers and employees.
  • Compliance, Risk, and HR Governance: Ensure HR practices comply with all relevant labour laws, regulatory requirements, and ethical standards, maintain the highest standards of confidentiality, professionalism, and integrity in all HR practices.
  • HR Technology & Analytics: Drive digital transformation of HR through effective deployment of HRIS and analytics tools, leverage data to inform people strategy, workforce planning, and executive decision-making, promote the adoption of innovative HR solutions for improved efficiency and employee experience.
  • Stakeholder Engagement & Alignment: Build and nurture strategic partnerships with key internal stakeholders to ensure HR strategies support and accelerate business objectives, facilitate regular communication and collaboration between HR and other departments to co-create and implement people initiatives.

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