Head of HR

Head of Human Resources – Security & Risk Solutions Pte Ltd Role Mandate This is a two-phase leadership role designed to stabilise, transform, and future-proof the people function of Security & Risk Solutions. In the first phase, the Head of HR will focus on practical reform – rebuilding governance, compliance, structure, and employee confidence across all HR touchpoints. Once operational stability is achieved, the role will expand into a more corporate‑strategic focus: leading digital transformation, workforce analytics, and long‑term leadership and talent development to support the company’s growth agenda. Position Overview The Head of HR drives both the strategic and operational transformation of the company’s people function — building structure, compliance, and culture across a complex, fast‑paced environment. This role requires a balance of strategic vision, operational discipline, and strong leadership to restore HR’s authority and credibility while fostering trust and collaboration across the organisation. Key Responsibilities 1. Leadership & Culture Transformation Champion a culture of respect, accountability, and collaboration between Operations and Support Office teams. Act as a firm yet empathetic voice for HR in all strategic and operational forums. Mentor and develop HR team members to build confidence, consistency, and professionalism in delivery. Rebuild trust across the organisation by modelling transparency, fairness, and integrity in people practices. 2. Operational HR Excellence Oversee all core HR functions — recruitment, onboarding, payroll, performance management, and employee relations — ensuring accuracy, timeliness, and compliance. Strengthen HR processes, policies, and documentation to close compliance gaps (e.g., MOM, CPF, and Employment Act). Resolve employee relations and disciplinary matters with balance — protecting company interests while upholding fairness. Partner closely with Operations Managers to align manpower deployment, rostering, and remuneration practices with legal and ethical standards. 3. Workforce Planning & Analytics Use data‑driven insights (HRMS dashboards, attrition analytics, headcount trends) to support strategic manpower planning. Translate workforce metrics into practical recommendations for leadership. Integrate digital systems (HRMS, LMS) to enhance visibility, compliance, and efficiency in workforce management. 4. Policy Governance, Documentation & Continuous Improvement Conduct comprehensive HR gap analyses to identify deficiencies in current processes, systems, and compliance frameworks. Design and institutionalise HR policies, SOPs, and employee handbooks aligned with Singapore labour laws and company standards. Develop a structured HR governance framework to ensure accountability, transparency, and consistent execution across all departments. Oversee compensation and benefits frameworks, ensuring internal equity, market competitiveness, and financial discipline in partnership with Finance. Establish regular reviews of HR policies to reflect changes in legislation, business direction, and workforce needs. 5. Talent Acquisition & Workforce Planning (Hybrid Model) Establish and lead a hybrid recruitment framework where Operations handles sourcing and HR governs selection, compliance, and onboarding. Build structured recruitment workflows and digital dashboards to ensure transparency, documentation accuracy, and hiring‑quality tracking. Conduct periodic analysis of recruitment sources and retention performance to identify improvement areas. Introduce automation and mobile‑enabled tools to streamline candidate management, pre‑screening, and PLRD compliance checks. Develop guard retention and referral programmes to reduce dependency on ad‑hoc sourcing and improve workforce stability. 6. Compensation & Benefits Governance Oversee the administration and governance of payroll, incentives, and allowances to ensure consistency and compliance. Conduct benchmarking and review of total rewards frameworks to maintain competitiveness and internal equity. Work closely with Finance to align compensation strategy with financial goals and audit requirements. 7. Employee Engagement & Belonging Lead initiatives that strengthen employee engagement, recognition, and sense of belonging. Partner with Operations and leadership to improve communication, inclusion, and workplace morale. Implement structured feedback mechanisms and employee pulse surveys to track engagement and identify areas for improvement. Foster a culture of trust, fairness, and accountability through proactive communication and transparent HR practices. 8. Stakeholder & Change Management Serve as a trusted advisor to C‑suite and senior leadership on workforce structure, employee morale, and change readiness. Lead HR transformation initiatives in line with digital and organisational growth priorities. Manage union and government relations with tact and professionalism. Core Competencies People Leadership & Team Development – Builds, motivates, and strengthens the HR team’s capability. Resilience & Conflict Management – Maintains composure under pressure and manages difficult stakeholders diplomatically. Compliance & Ethical Governance – Ensures HR operations are lawful, transparent, and equitable. Strategic Agility – Connects HR initiatives with business direction and operational realities. Data & Digital Fluency – Comfortable using HRMS, LMS, and analytics tools to guide decision‑making. Cultural Influence – Shapes behaviours and norms through communication, coaching, and leading by example. Execution Discipline – Balances strategy with hands‑on execution to deliver measurable outcomes. Pre‑Requisites Degree in Human Resource Management or related field (postgraduate qualification preferred). Minimum 8–10 years of progressive HR experience, with at least 3 years in a leadership capacity. Experience in labour‑intensive or operations‑driven industries (security, logistics, facilities, or similar). Proven track record in managing difficult stakeholders and rebuilding team cohesion. Familiar with MOM regulations, CPF, and labour relations frameworks. Certification in Change Management, WSQ HR Business Partnering, or Digital HR Transformation preferred. Success Indicators Stabilised HR operations and reduced attrition within the HR team. Improved collaboration between Operations and Support Office functions. Documented, compliant HR processes and clear governance frameworks. Strengthened HRMS adoption and accurate workforce reporting. Recognised credibility of HR as a trusted and respected business partner. Feel free to submit your resume and cover letter to the email below: #J-18808-Ljbffr