Role Purpose
The Manager, People & Culture leads the Singapore People & Culture function and partners closely with business leaders to support business objectives, employee engagement, workforce planning, and organisational effectiveness.
The role is responsible for managing the People & Culture portfolios for Corporate Secretarial, Payroll, Tax, Accounting, and Funds business units, while providing leadership and guidance to the Singapore People & Culture team. The Manager also oversees significant people matters across the business and supports the implementation of regional and Group People & Culture initiatives.
Business Partnering & Employee Relations
- Independently manage assigned business units (Corporate Secretarial, Payroll, Tax, Accounting, and Funds) and HR portfolios.
- Partner with business leaders on employee relations, performance management, workforce planning, talent development, and people-related matters.
- Provide guidance and recommendations on organizational changes, employee matters, and workforce planning initiatives.
- Lead and manage complex employee relations matters, including disciplinary issues, grievances, workplace conflicts, and investigations.
- Provide oversight and support on significant people matters across all business units, including the Audit portfolio, where management intervention or senior HR support is required.
- Manage compliance and governance matters and ensure consistent application of company policies and employment practices.
- Oversee workforce planning, headcount management, and HR reporting.
Team Leadership & Operational Oversight
- Lead and provide guidance to the Singapore People & Culture team.
- Provide advisory support, coaching, and direction to the HR team on employee matters and HR operations.
- Develop the capability of the People & Culture team through coaching, mentoring, and ongoing development.
- Oversee workload allocation, team development, and operational efficiency within the Singapore People & Culture team.
- Review and approve monthly payroll prior to submission.
- Ensure the effective delivery of HR operations, employee lifecycle processes, and compliance activities.
Recruitment & Talent Management
- Support recruitment activities for assigned portfolios, particularly for roles from Manager level and above.
- Work closely with hiring managers and leadership teams on workforce planning and hiring decisions.
- Support talent development and succession planning initiatives across assigned portfolios.
- Partner with business leaders to identify and develop key talent within the organization.
Employee Engagement & Organizational Culture
- Lead employee engagement and culture-building initiatives across the organization.
- Review employee feedback and engagement survey results and support action planning.
- Partner with business leaders to foster a positive, inclusive, and high-performing workplace culture.
- Support leadership teams in driving employee engagement, retention, wellbeing, and employee experience initiatives.
- Champion company values and culture across the organization.
- Monitor employee retention trends and recommend initiatives to improve employee experience and organizational effectiveness.
Compensation, Benefits & Budget Planning
- Support annual salary review, promotion, and bonus processes within assigned portfolios.
- Partner with business leaders on workforce planning and people cost budgeting.
- Support annual budgeting exercises, including headcount planning, salary movements, bonus provisions, and recruitment costs.
- Provide recommendations on salary positioning, promotions, and employee movements in partnership with business leaders.
- Support compensation benchmarking and review exercises in collaboration with the Group Compensation & Benefits function.
- Ensure consistent application of compensation and benefits policies and practices.
Strategic Projects & Organizational Initiatives
- Drive strategic HR initiatives, integration efforts, and Group HRIS implementation.
- Support process improvements and organizational alignment initiatives across the Group.
- Work closely with ASEAN and Group People & Culture stakeholders on regional initiatives and implementation matters.
- Support organizational change initiatives and continuous improvement projects across the People & Culture function.
Requirements:
- Degree in Human Resource Management, Business Administration, or a related discipline.
- Minimum 6 years of progressive HR experience, including experience in a managerial, supervisory, or senior business partnering role.
- Proven ability to lead, coach, and develop an HR or People & Culture team.
- Strong experience partnering with senior business leaders across multiple business units.
- Demonstrated ability to manage complex employee relations matters, including disciplinary cases, grievances, conflicts, and investigations.
- Strong knowledge of Singapore employment legislation, payroll practices, CPF contributions, and IRAS requirements.
- Experience in workforce planning, headcount management, people-cost budgeting, and HR reporting.
- Good understanding of recruitment, talent management, succession planning, compensation, and employee engagement practices.
- Strong stakeholder management, communication, influencing, and decision-making skills.
- Proactive, commercially minded, organised, and able to manage multiple priorities in a fast-paced environment, with proficiency in HRIS platforms and Microsoft Office.
