Manager, Human Resource

Why Join Us?

NTUC Club is committed to building a high-performing, inclusive, and collaborative workplace. As the HR Manager – Talent Acquisition, you will play a key role in shaping the future of our workforce and ensuring we attract the right talent to drive our mission forward.

The Manager, Talent Acquisition plays a pivotal role in shaping the organization's future workforce. The successful candidate will be responsible for developing and executing the full spectrum of talent acquisition activities, including strategic workforce planning, recruitment strategies, and headcount governance across various business units.

This is a strategic leadership position that requires a hands-on approach. The individual will not only build and enhance the organization's bench strength and talent pipelines but will also lead key re-employment exercises to ensure business continuity and compliance with Singapore's statutory requirements.

Strategic Workforce Planning and Headcount Governance:

• Serve as the organization's headcount owner, governing all hiring activities and requests
• Periodically assess organizational headcount to ensure business suitability and efficiency
• Drive annual manpower and recruitment budget reviews, manpower planning, work plan, and re-employment exercises
• Conduct regular reviews with departments to evaluate headcount justifications (replacement vs. new roles) based on job nature and operational need
• Collaborate with department heads on workforce planning aligned with short and long-term business goals

Recruitment and Staffing:

• Lead and manage the full recruitment lifecycle, including workforce planning, sourcing, selection, onboarding and offboarding
• Build effective sourcing strategies and talent pipelines for all roles
• Formulate and review internal Standard Operation Procedures (SOPs)
• Build robust talent pipelines for current and future hiring needs
• Liaise with IHLs on internship placements and work attachment programmes
• Ensure compliance with internal hiring policies and employment regulations
• Benchmark and review new hire salaries under approved guidelines

Business Partnering and Advisory:

• Act as a strategic partner to line departments by staying abreast of market and industry hiring trends
• Provide advisory support to department leaders on evolving talent needs, competitive market conditions, and workforce challenges
• Partner with them to understand their staffing needs and design appropriate sourcing strategies including implementing new channels of outreach

HR Reporting and Business Analysis:

• Govern the HR reporting framework related to recruitment and headcount, enhancing the current suite of reports
• Propose and introduce new data-driven reports to support workforce decisions and strategic planning Analyze recruitment data, headcount trends, and hiring performance metrics to influence talent strategy
• Deliver insightful reports to senior leadership to aid in manpower planning and organizational decisions

HRIS System Ownership (Recruitment & Lifecycle Modules):

• Act as the system owner and subject matter expert for recruitment and employee lifecycle modules of the HRIS
• Drive system optimization, user adoption, and continuous improvement initiatives
• Coordinate with IT team and vendor on configurations, enhancements, and troubleshooting
• Train HR teams and hiring managers on system functionalities and best practices

Re-employment and Workforce Compliance:

• Spearhead the organization’s annual re-employment exercise, ensuring fair and lawful practices
• Review eligibility, facilitate engagement conversations, and guide decisions for re-employment
• Ensure adherence to local labour laws and company policies related to employment continuity

Team Leadership and Development:

• Set team goals and manage day-to-day operations of the recruitment function
• Lead, coach, and appraise team members to drive high performance and professional growth

Projects and Benchmarking:

• Spearhead recruitment-related projects and support cross-functional HR or business initiatives
• Conduct environment scanning and benchmarking exercises to stay up to date with best-in-class HR and recruitment practices
• Recommend and implement improvements to enhance recruitment effectiveness and candidate experience

Other Duties:

• Perform other responsibilities as assigned by the management in line with business and HR objectives

• Bachelor’s degree in Human Resources, Business Administration, or a related field with at least 8 years of progressive HR experience, with 3+ years in a talent acquisition leadership role
• Strong background in workforce planning, headcount governance, and HR data analytics
• Demonstrated success in managing recruitment teams and projects, experience working with HRIS systems

• High level of integrity and discretion in handling confidential information
• Ability to manage multiple priorities in a fast-paced environment
• Continuous improvement mindset with a passion for innovation in HR practices

• Strategic thinking with deep business understanding
• Strong stakeholder management and influencing skills
• Excellent team player with team leadership capabilities
• High proficiency in recruitment metrics, HR analytics, and reporting tools
• Up-to-date knowledge of labour laws and talent trends