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The HR Senior Manager will play a key role in supporting the Head of HR to cultivate a positive and engaging workplace culture across FFM Group. This role involves developing and implementing initiatives that promote employee engagement, well-being, and organisational values across FFM Group. This person will work closely with various departments/entities to ensure alignment with the company’s mission and values. Additionally, this role will also encompass executing campus engagement to attract top talent and build strong relationships with universities and colleges.

Job Responsibilities

Culture Development

• Assist in defining, developing, and nurturing the company’s culture.
• Implement programmes and initiatives that reinforce the company’s values and foster a positive workplace environment.
• Act as a culture ambassador, promoting and embodying the company’s values.

Employee Relations & Engagement

• Design and implement strategies to increase employee engagement, morale, and overall satisfaction.
• Execute employee recognition programmes to celebrate achievements and milestones.
• Conduct regular surveys and feedback sessions to gauge employee sentiment and identify areas for improvement.
• Act as a trusted advisor to employees and managers on HR-related issues, including conflict resolution, policy interpretation, and employee development.
• Act as liaison between employees and management to address concerns and facilitate open communication.

Diversity and Inclusion

• Promote an inclusive and engaging work environment, supporting diversity, equity, and inclusion (DEI) initiatives.
• Collaborate with HR team members to ensure policies and practices are inclusive and supportive of all employees.
• Execute wellness programme that support physical, mental, and emotional well-being.
• Organise activities and events that promote work-life balance and a healthy work environment.

Talent Development

• Assist in creating and implementing professional development programmes to support employee growth and career progression.
• Coordinate training and development initiatives, as necessary, in collaboration with the Learning & Development team.

Events Planning

• Plan and execute company-wide events, such as team building activities, social gatherings, and corporate celebrations.
• Ensure events align with company’s culture and values and foster a sense of community.

Data Analysis and Reporting

• Monitor and analyse metrics to evaluate the effectiveness of culture and engagement initiatives and make data-driven recommendations for improvement.
• Provide regular reports and insights to the Head of HR and senior leadership for inform decision-making.
• Collaborate with HR team members across FFM Group to implement initiatives, providing entity-specific insights to align with the business objectives
• Stay informed about industry best practices and trends in employee engagement and culture management.

Campus Engagement

• Manage campus engagement efforts, including building relationships with universities and colleges, attending career fairs, and coordinating internship programmes.

General Support

• Serve as a role model and advocate for the company’s culture and values both internally and externally.
• All employees are expected to demonstrate flexibility in delivering their work, proactively contributing to HR team goals as well as overall business goals and working collaboratively across all levels. You may be required to undertake duties not explicitly mentioned in the job description that are consistent with your role.
• Support ad-hoc projects and provide expertise as needed.

Person Specifications

Education & Qualification

• Minimum Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or a related field. Master’s degree preferred.

Relevant Experience & Years of Service

• Proven experience in culture management, employee engagement, or related roles.
• Strong understanding of employee engagement strategies and best practices.

Technical Skills & Professional Knowledge

• Excellent communication, interpersonal, and leadership skills.
• Proficient in data analysis and reporting.
• Ability to build rapport and work collaboratively with cross-functional teams.
• Creative and innovative mindset with a passion for enhancing workplace culture.
• Experience with event planning and project management is an advantage.
• High level of integrity and confidentiality when dealing with sensitive employee information.
• Proficiency in Microsoft Office Suite and experience with employee engagement software/tools is a plus.
• Able to make and assess personal/team decisions and align actions with organisation’s vision and mission.
• Able to establish and maintain open/trusting relationships with colleagues and stakeholders to nurture collaborative partnerships and work towards a common goal.
• Able to contribute and encourage new ideas and approaches to support business growth; demonstrate openness to and enthusiasm for new initiatives and appropriately challenges the status quo; adapt and improvise quickly, appropriately, and decisively to internal/external changes.
• Able to display accountability for team and personal decisions/outcomes and take proactive actions to achieve results with dedication to follow through on commitments; create plans and manage resources to accomplish and deliver self and team’s commitments.
• Able to understand and prioritise stakeholders’ needs/expectations and develop solutions to improve service delivery.
• Able to appreciate the complex interrelationships between external factors and internal business operations and develops strategic plans in response to market shifts and shocks anchored on organisation's vision, purpose, and strategy.
• Able to nurture the culture of learning organisation.
• Able to develop strategic plans in response to market shifts and shocks to accomplish organizational goals; adaptability to changes in business landscape.
• Adaptability and flexibility to changes in business landscape demonstrating initiative concerning forward thinking and planning.
• Exhibits high level of integrity, professionalism, objectivity, personal accountability, and ability to maintain confidentiality and sensitive information.

Stakeholders to be managed

Internal

• HR Team Members to align culture and engagement initiatives with overall HR goals, HO
• Department Managers to understand department specific needs and implement tailored engagement initiatives
• Employees at all levels to gather feedback, address concerns, and promote participation in engagement activities.

External

• Universities and Colleges: Build relationships with academic institutions to attract top talent through campus engagement initiatives.
• Industry Organizations: Participate in industry events and networks to stay informed about best practices and trends in culture and engagement.
• Vendor and Service Providers: Work with vendors to organise events, training sessions, and other engagement activities
• Diverse Workforce needs: Meeting the needs of a diverse workforce with varying preferences and interest can be challenging, requiring flexibility and inclusivity in engagement strategies.
• Measuring Impact: Demonstrating the impact of culture and engagement initiatives on employee satisfaction, retention, and organisational performance may require some effort to put in place measurement and evaluation methods.
• Resistance to Change: Some stakeholders may be resistant to changes in organisational culture or engagement initiatives, requiring effective communication and change management strategies.