Group HR Manager

The Group HR Manager (GHRM) will hold a strategic functional role within the business and is appointed as a ‘Subject Matter Expert’ within employee engagement, strategic HR, and business best practice. Reporting directly to the (CEO) and functionally to the (COO) for the Group business.

As a strategic business partner, the (GHRM) will hold a seat on the regional ‘Senior Leadership Team’ (SLT) as head of department and will own the (PEOPLE) strategy for the business. Working alongside fellow peers which represent the Sales, Finance and Operations departments.

The (GHRM) will work closely with senior leaders in a coaching, mentoring and development capacity to empower business leaders and aid in enhancing service/business excellence. Taking the lead in driving the company’s work environment and culture, whilst taking a holistic approach to building out the employee engagement program.

From a ‘HR Operations’ perspective the (GHRM) will oversee, maintain, update, and manage all HR matters related to employee onboarding, offboarding, filing, welfare and compensation and benefits. This to include engagement of various government ministries, departments, and/or internal stakeholders to ensure policy, process and procedures are in place, aligned to Ministry of Manpower (EA) / (EFMA) guidelines.

In addition to this the (GHRM) will be the appointed administrator for various in-house/external portals and platforms related to employee engagement and development such as; (EPOL), CORPASS, WHYZ etc.

Singapore (HQ) is to become the group centre of operational excellence for the company. The (GHRM) will play a vital role in aiding in the development of standardised policies, agreements, and process to support the growing HR operational needs. Implementation, project management, (SOP) and training material development may be required as and when to support new roll out programs.

In order to maintain ‘Subject Matter Expertise’ the (GHR) will be expected to keep up to date with the latest trends, changes to laws/policies or mandates and keep up to date records in order to best be a trusted partner within the business.

Talent management and employee skills/risk analysis and the development of the performance management program will be a key driver and objective for the (GHRM). Working with heads of department and senior leaders to develop the company’s talent, productivity and progression plan.

The (GHRM) will work closely with the (CEO) as a trusted confidant and adviser.

**HR Operations (20%)**
- Coordinator: Licence1 Business Portal.
- Administrator: Ministry of Manpower (EPOL), CORPPASS, Skills Futures, company HR Portal.
- Application of Employment Pass, (S) Pass and other immigration related matters.
- Talent Acquisition and Recruitment process management of strategic hires.
- Development of HR Process; Onboarding/Offboarding.
- On/offboarding of new employees to include: documentation preparation and creation of induction plan.
- Preparation of Offer Letter, Employment Contracts, Salary Review, Promotion, Performance Management, dismissal, and any other documentation relating to on/offboarding documentation.
- Reviewing and updating of company policies and ensuring legal compliance.
- Management of Company Health Insurance policy
- Acting as the first point of contact for all personnel queries and aid in seeking business intelligence relating to HR matters such as; HSE, PPE and best practice such as COVID-19 etc.

**HR Administration (10%)
- Updating of Employee Records which may include preparing, issuing, and filing company documentation in line with the (EA) and (EFMA) such as; Sick/Maternity Leave, National Service, CPF, SDL etc
- Registration/De-registration of new (Employment Agency) Licence, arranging training where required and updating of relevant (Gov) portals

**Business Partnering (70%)
- Development of HR Department Strategy, Engagement, Development and Retention
- Implementation and Communication Planning
- HR Department Chair at Senior Leadership Meetings
- Advisory to Key Stakeholders on Market Trends, changes in Policy and Best Practice
- Coaching & mentoring of business Leadership
- SMART Objective Coordination
- Talent Mapping & Talent Risk Assessments
- Succession Planning
- Employee Survey, Employee Experience and Company Culture Development
- Salary/Benefits Benchmarking and Banding
- Management Partner - Dispute Resolution and Conflict Management
- Organisation Development and Change Management
- HR Policy Development and Compliance
- Review and Develop - Performance Management
- Provide expertise and guidance on Compensations Structures, Salary Reviews and Benefits Program
- Training and Development
- Leadership and Team Management
- Provide HR Consultation to SG and Global team