ASSOCIATE DIRECTOR, HR

PEC PTE. LTD.; Singapore; On-site; SGD 180,000 - 260,000; Full time

Job summary

PEC PTE. LTD. is seeking an experienced Group HR Leader to shape and drive the organisation's human capital strategy across regions.

You will partner with senior leaders to translate business goals into workforce plans, lead critical HR projects and ensure robust governance across locations. You will oversee talent acquisition for key roles, performance management, succession planning and leadership development, while guiding compensation, benefits and HR operations.

Qualifications

• Degree in HR, Business Admin or related discipline.
• Postgraduate HR qualification advantageous.
• At least 12–15 years of progressive HR experience including leadership roles.
• Strong exposure to talent management, organisational development, workforce planning and employee relations.
• Experience supporting regional and multi-country HR operations will be advantageous.

Responsibilities

• Lead the Group's HR strategy and governance.
• Partner with business leaders to align workforce requirements with business goals.
• Oversee recruitment activities for senior management and critical positions.
• Drive workforce planning and talent pipeline development.
• Manage performance management, succession planning and leadership development.
• Drive organisation design and change management initiatives.
• Oversee compensation, benefits and HR governance strategies.
• Ensure HR compliance across locations and governance standards.
• Oversee HR operations and data integrity across employee lifecycle.
• Coordinate regional HR projects and cross-functional initiatives.
• Provide leadership and coaching to HR Managers and teams.

Skills

Strategic HR leadership

Workforce planning

Talent acquisition

Change management

HR governance

Education

Bachelor's degree in HR or Business Administration

Postgraduate HR qualification

Job description

Duties & Responsibilities

1) Strategic HR Leadership

• Support the Director, HR in formulating and implementing the Group's human capital strategy in alignment with business objectives.
• Partner with business leaders to understand workforce requirements and develop HR solutions that support growth, productivity and organisational effectiveness.
• Lead strategic HR projects and change management initiatives arising from business transformation, acquisitions, restructuring and organisational development.
• Drive continuous improvement of HR policies, procedures, systems and governance frameworks.
• Monitor HR trends and industry best practices and recommend enhancements to strengthen the Group's people capabilities.

2) Workforce Planning & Talent Acquisition

• Develop and implement workforce planning strategies to ensure the availability of skilled and competent manpower to support current and future business requirements.
• Collaborate with business units on manpower forecasting, succession planning and talent pipeline development.
• Oversee recruitment activities for key management and critical positions.
• Establish and maintain effective relationships with recruitment agencies, educational institutions and government agencies.
• Support overseas recruitment activities where required.

3) Talent Management & Succession Planning

• Lead the Group's performance management, succession planning and talent review processes.
• Identify and develop high-potential employees and future leaders.
• Design and implement leadership development and career progression frameworks.
• Monitor talent retention risks and recommend interventions to strengthen employee engagement and retention.
• Support the development of competency frameworks and career pathways across the organisation.

4) Organisational Development & Change Management

• Drive organisational effectiveness initiatives, including organisation design, role clarity and capability development.
• Support business leaders in managing organisational change and workforce transitions.
• Facilitate employee engagement programmes and culture-building initiatives aligned with company values.
• Implement employee communication strategies to enhance workforce engagement and alignment.

5) Employee Relations & Industrial Relations

• Provide guidance and support to management on employee relations matters, disciplinary issues, grievance handling, investigations and workplace conflict resolution.
• Manage complex employee relations issues while ensuring compliance with employment legislation and company policies.
• Support interactions with government agencies, unions and statutory authorities where applicable.
• Foster positive employee-management relationships through proactive engagement and communication.

6)Compensation, Benefits & HR Governance

• Support the development and review of compensation, benefits and reward strategies.
• Participate in salary benchmarking and market competitiveness reviews.
• Ensure compliance with employment regulations and internal governance standards across all locations.
• Oversee policy reviews and ensure HR practices remain current and compliant.
• Monitor HR risks and implement appropriate controls and mitigation measures.

7) HR Operations & Systems

• Oversee the efficient delivery of HR operational services across the employee lifecycle.
• Drive improvements in HR technology, automation and digitalisation initiatives.
• Ensure integrity, accuracy and confidentiality of employee data.
• Establish and monitor HR metrics, workforce analytics and people dashboards to provide management with insights that support workforce planning, talent decisions and organisational effectiveness.

8) Leadership & Team Management

• Provide leadership, coaching and guidance to HR Managers and HR teams.
• Foster a culture of accountability, continuous improvement and service excellence.
• Develop team capabilities and succession plans within the HR function.
• Promote collaboration across HR and business units to enhance service delivery.

9) Budget & Resource Management

• Manage HR budgets and monitor expenditure to ensure effective utilisation of resources.
• Evaluate HR programmes and investments to ensure value creation and return on investment.
• Support resource planning and deployment across HR functions.

10) Regional and Corporate Support

• Support and coordinate HR activities across regional operations where applicable.
• Ensure consistency of HR standards, policies and practices across business units and geographies.
• Participate in regional HR projects and strategic initiatives.
• Represent HR in management committees, working groups and cross-functional initiatives as assigned.

11) General

• Carry out any other duties and responsibilities as assigned by the Director, HR or Group CEO.

Requirements

• Degree in Human Resource Management, Business Administration, Organisational Development or related discipline.
• Postgraduate qualification in Human Resources, Business Administration or related field would be advantageous.
• At least 12 to 15 years of progressive HR experience, including significant experience in HR leadership roles.
• Strong exposure to talent management, organisational development, workforce planning and employee relations.
• Experience supporting regional and multi-country HR operations particularly in Singapore, China, Malaysia, Middle East, Myanmar, India, Vietnam and Thailand will be advantageous.
• Proven experience leading organisational change and transformation initiatives.
• Strong knowledge of employment laws and HR regulatory requirements.
• Experience working with senior leadership teams and managing strategic HR initiatives.

Skills Requirements

• Strong business acumen with the ability to align human capital strategies to business outcomes.
• Excellent leadership and people management skills.
• Strong stakeholder management and influencing capabilities.
• Ability to balance strategic thinking with operational execution.
• Strong analytical, problem-solving and decision-making skills.
• Excellent verbal and written communication skills.
• Effective negotiation, coaching and facilitation skills.
• High level of integrity, confidentiality and professionalism.
• Strong project management and change management capabilities.
• Ability to work effectively across cultures and diverse geographies.

Personal Characteristics

• Strategic and forward-thinking mindset.
• Results-oriented and commercially focused.
• Strong sense of accountability and ownership.
• Resilient and adaptable in a dynamic business environment.
• Collaborative and people-centric leadership style.
• Passionate about developing people and building organisational capability.