Assistant HR Manager

ROTARY ENGINEERING PTE. LTD.; Singapore; On-site; SGD 65,000 - 95,000; Full time

Job summary

ROTARY ENGINEERING PTE. LTD. is seeking a capable Learning & Development/Organisation Development professional to design and execute learning strategies, curricula and talent programs. You will partner with management to uplift workforce capability and foster a culture of lifelong learning.

The role emphasizes leadership development, data-driven improvements, and collaboration across HR functions to deliver impactful development initiatives within the Singapore operations.

Qualifications

• Bachelors in HRM or related field is required.
• 5+ years experience in L&D/Organisation Development within a leadership role.
• Strong leadership, planning and stakeholder management skills.
• Proactive, solution-oriented and capable of systems thinking.

Responsibilities

• Design and implement L&D strategies and curricula to boost workforce capability.
• Lead Talent Programs for management associates and high-potentials.
• Equip leaders with coaching skills for development conversations and mentoring.
• Analyse learning outcomes and ROI to drive continuous improvement.

Skills

Leadership

Communication

Problem solving

Team coaching

Education

Bachelors in Human Resource Management or related

Tools

MS Office

Excel

PowerPoint

Word

Job description

Responsibilities

• Conduct learning needs analysis to assess their current capabilities and areas of development required to deliver against the organisation’s strategy, business restructuring and future plans.
• Develop customised learning and development strategies, plans and curricula to improve overall workforce capabilities for current and future roles, and to promote lifelong learning.
• Recommend and implement innovative and creative learning and development channels and technology to engage learners and increase the effectiveness of learning and development interventions.
• Lead and Manage Talent Programs for Management Associates and High potentials in the organization.
• Equip supervisors and line managers with the skills and tools to mentor, train and provide job coaching.
• Analyse learning effectiveness evaluation data to derive insights on the effectiveness and return on investment of learning and development programmes and recommend improvement actions to improve workforce capabilities.

Organisation Development:

• Conduct organisational diagnosis to assess and analyse the current state and identify opportunities for organisation development and/or change interventions.
• Propose, plan, and execute organisation development and/or change interventions to drive and facilitate organisation development and/or change.
• Monitor the progress and evaluate the effectiveness of organisation development and or change interventions.
• Conduct stakeholder analysis and execute stakeholder engagement activities to manage highly influential stakeholders to support organisation development and/or change interventions.

Cross Cultural Management:

• Incorporate diversity and inclusion principles into HR policies and translate the policies in today-to-day practices at workplace.
• Plan and execute diversity and inclusion related activities that are compliant with diversity and inclusion policies and embrace diversity and inclusion culture.
• Contribute towards building the corporate branding for diversity and inclusion in all communications with stakeholders, respecting differences in perspectives and opinions, and working towards a mutually agreed outcome.
• Promote effective working relationships with people of diverse race, language, religion, or cultures, embracing differences in perspectives, traditions, and culture, and adopting an open mindset at all times.

Analytics and Insights:

• Apply data governance concepts and principles to identify, collect and prepare data for analytics and HR metrics benchmarking.
• Resolve data availability and data quality challenges with data cleansing techniques.
• Analyse financial and HR data by employing data mining, modelling, predictive analytics, and benchmarking tools and techniques to create insights and foresights to guide decision-making.
• Correlate financial and HR data to design HR metrics, identify causal relationships, analyse trends, develop forecasts and projections, and draw insights and foresights for decision‑making.
• Develop insightful presentation derived from data analytics and HR metrics benchmarking using dashboards or data visualisation tools.
• Keep abreast of local and global HR trends and developments to provide further benchmarking insights on data analysis outcomes.
• Derive relevant insights from analysis and recommend enhancements to the organisation’s HR practices taking into consideration the business context and operating environment.

Relationships and Communication:

• Plan and execute communication activities using the appropriate channels/ tools for the targeted audience.
• Develop communication material/ information kits for the HR programmes / activities to convey desired messages clearly and effectively to the targeted audience.
• Present and communicate with impact and empathy through clarity in messages, and engaging audience through active listening and inquiry.
• Demonstrate empathy and respect when handling difficult conversations, dilemmas or paradoxes.
• Adapt and tailor different styles and preferences when communicating to different audiences or stakeholder groups.
• Develop positive working relationships with people through strong inter‑personal skills.
• Establish credibility by gaining confidence in others through a demonstration of business and technical knowledge.

Technology and Operational Excellence

• Review the range of HR services against their corresponding HR service delivery channels critically to identify opportunities for continuous improvement of service quality or costs reduction.
• Implement and operate various aspects of the HR operating model to deliver HR services as set out in service management framework and in accordance with HR policies.
• Implement HR transformation programmes to improve the effectiveness of HR service delivery and cost efficiency for the organisation.
• Adopt a service-oriented mindset and people-centricity in dealing with workforce and business stakeholders.

Integrate Skills Frameworks in the development of learning and organisational development programmes:

• Leverage Skills Maps of the Skills Frameworks to identify learning gaps and develop competency frameworks.
• Integrate Skills Frameworks in the development of learning and organisational development programmes.
• Develop learning programmes and channels with reference to Technical and Generic Skills and Competencies of the Skills Frameworks.
• Plan organisation development interventions in accordance with Skills Maps of the Skills Frameworks

Manage team operations and performance:

• Translate the long-term objectives for the Learning & Organisational Development function into tactical plans.
• Monitor the function's financial inflow and outflow against allocated budgets and forecasts,
• Set individual objectives, periodically reviewing, and assessing performance of direct reports.
• Provide coaching and advice to team members.
• Assess feasibility of proposals to improve internal workflows.
• Manage internal stakeholders beyond the team and external stakeholders to achieve shared goals.

Requirements:

• Preferably Degree in Human Resource Management or related.
• Minimum 5years of experience in relevant field in a capacity of an Assistant Manager or lead of the L&D function within the organisation.
• Ability to strategize and solve problems with systems thinking.
• Strong leadership and organizational skills.
• Self-starter with hands‑on and “can do” attitude.
• Computer literate in MS Office Word, Excel, and PowerPoint.
• Good communication, presentation, and interpersonal skills.
• Pro active, self‑motivated, and able to provide solutions to problems.
• Good interpersonal skills.
• Responsible & patient.
• Good facilitation and instructional skills