Deputy Director, Group Human Resources
Mentor Supply Chain Pte. Ltd.
Uma candidatura completa num minuto
Currículo e carta de apresentação personalizados, prontos a enviar.
Resumo da oferta
Mentor Supply Chain Pte. Ltd. is seeking an experienced HR leader to serve as Assistant/Deputy Director, Group Human Resources.
You will lead and strengthen the HR function across regional operations, driving people strategies, leadership development, organisational effectiveness, employee engagement, and HR operational excellence. Reporting to the Chief of Staff, you will support growth and transformation through workforce planning, talent development, change management, and workforce
Qualificações
- Bachelor's degree in Human Resources, Business Administration, Psychology, Organisational Development, or related disciplines.
- Professional HR certification such as IHRP, SHRM, CIPD, or equivalent, and proficiency in SuccessFactors would be advantageous.
- 8-11 years of progressive Human Resources experience, including experience in HR business partnering, HR operations, or specialist HR functions.
- Experience coordinating and implementing HR initiatives across multiple HR disciplines, including talent management, employee engagement, performance management, learning and development, and employee relations.
- Experience supporting organisational change, business growth, workforce planning, or transformation initiatives.
- Experience in a regional or multi-country environment would be an advantage.
- Good understanding of employment legislation, HR best practices, and employee relations principles.
- Experience in HR analytics, reporting, and workforce data interpretation would be advantageous.
- Experience working closely with senior management and business leaders on people-related matters.
- Experience within supply chain, logistics, manufacturing, technology, or related industries will be advantageous.
Responsabilidades
- Support the execution of the Group Human Resources strategy in partnership with HR specialists and business leaders.
- Coordinate HR initiatives across functions to ensure alignment with organisational objectives and business priorities.
- Monitor the progress of HR programmes and initiatives and elevate issues where necessary.
- Facilitate collaboration among HR specialists to deliver integrated people solutions.
- Review HR policies and procedures and recommend improvements to enhance operational effectiveness.
- Partner with business leaders and department heads to understand workforce challenges and provide HR guidance.
- Advise managers on employee lifecycle matters, including recruitment, performance, development, engagement, and retention.
- Support workforce planning discussions and recommend people solutions to meet business requirements.
- Facilitate the resolution of people-related issues in collaboration with relevant HR specialists.
- Build strong stakeholder relationships to ensure HR services meet business needs.
- Coordinate talent review and succession planning activities across business units.
- Consolidate talent insights and development plans provided by HR specialists and business leaders.
- Monitor the implementation of succession and talent development actions.
- Support the identification of critical roles and talent risks across the organisation.
- Support organisational restructuring, workforce planning, and transformation initiatives.
- Analyse workforce trends and recommend improvements to workforce effectiveness and productivity.
- Coordinate change management activities and stakeholder engagement efforts.
- Facilitate organisational development projects in partnership with relevant HR specialists.
- Coordinate employee engagement initiatives across the organisation.
- Monitor employee feedback and engagement survey results and recommend improvement actions.
- Promote organisational values and desired workplace behaviours through HR programmes and communications.
- Support initiatives that enhance employee experience, retention, and organisational culture.
- Oversee the administration and governance of performance management processes.
- Coordinate annual performance review, salary review, and bonus processes with relevant stakeholders.
- Review recommendations submitted by HR specialists to ensure consistency and policy compliance.
- Monitor workforce costs and provide reports and recommendations to management.
- Provide guidance to managers on employee relations matters and workplace issues.
- Support investigations, disciplinary actions, and grievance handling processes where required.
- Monitor compliance with employment legislation, company policies, and regulatory requirements.
- Coordinate with Legal and management on sensitive employee matters when necessary.
- Ensure proper HR documentation and governance standards are maintained.
- Consolidate HR metrics and reports prepared by specialist teams.
- Analyse workforce data and identify trends, risks, and opportunities.
- Experience in preparing and presenting HR management reports, workforce insights, and recommendations at monthly management meetings.
- Prepare management reports and presentations for leadership review.
- Support data-driven decision-making through workforce insights and recommendations.
- Experience developing business cases, presentation materials, and management papers for HR initiatives and projects.
- Lead cross-functional HR projects and initiatives assigned by management.
- Coordinate the implementation of new HR systems, policies, and programmes.
- Identify opportunities to streamline HR processes and improve service delivery.
- Drive continuous improvement initiatives across the HR function.
Conhecimentos
Formação académica
Ferramentas
Descrição da oferta de emprego
Mentor Supply Chain is seeking an experienced and forward-thinking HR leader to serve as Assistant / Deputy Director, Group Human Resources.
This role will be responsible for leading and strengthening the Human Resources function across Mentor Supply Chain's regional operations, ensuring the effective execution of people strategies, talent initiatives, leadership development programs, organisational effectiveness initiatives, employee engagement efforts, and HR operational excellence.
Reporting to the Chief of Staff, the successful candidate will play a key role in supporting the organisation's growth and transformation objectives through workforce planning, talent development, change management, employee engagement, and continuous improvement initiatives.
The role will coordinate and align HR activities across specialist functions and operating locations, provide guidance on people-related matters, and serve as a trusted HR business partner to management. The incumbent will also prepare and present workforce insights, HR metrics, people initiatives, and recommendations to leadership teams to support informed decision-making and organisational effectiveness.
In addition, the role will support the development of a high-performance culture by strengthening leadership capability, enhancing employee experience, improving workforce effectiveness, and ensuring the consistent application of HR policies, practices, and programmes across the Group.
Support the execution of the Group Human Resources strategy in partnership with HR specialists and business leaders.
Coordinate HR initiatives across functions to ensure alignment with organisational objectives and business priorities.
Monitor the progress of HR programmes and initiatives and elevate issues where necessary.
Facilitate collaboration among HR specialists to deliver integrated people solutions.
Review HR policies and procedures and recommend improvements to enhance operational effectiveness.
Partner with business leaders and department heads to understand workforce challenges and provide HR guidance.
Advise managers on employee lifecycle matters, including recruitment, performance, development, engagement, and retention.
Support workforce planning discussions and recommend people solutions to meet business requirements.
Facilitate the resolution of people-related issues in collaboration with relevant HR specialists.
Build strong stakeholder relationships to ensure HR services meet business needs.
Coordinate talent review and succession planning activities across business units.
Consolidate talent insights and development plans provided by HR specialists and business leaders.
Monitor the implementation of succession and talent development actions.
Support the identification of critical roles and talent risks across the organisation.
Support organisational restructuring, workforce planning, and transformation initiatives.
Analyse workforce trends and recommend improvements to workforce effectiveness and productivity.
Coordinate change management activities and stakeholder engagement efforts.
Facilitate organisational development projects in partnership with relevant HR specialists.
Coordinate employee engagement initiatives across the organisation.
Monitor employee feedback and engagement survey results and recommend improvement actions.
Promote organisational values and desired workplace behaviours through HR programmes and communications.
Support initiatives that enhance employee experience, retention, and organisational culture.
Oversee the administration and governance of performance management processes.
Coordinate annual performance review, salary review, and bonus processes with relevant stakeholders.
Review recommendations submitted by HR specialists to ensure consistency and policy compliance.
Monitor workforce costs and provide reports and recommendations to management.
Provide guidance to managers on employee relations matters and workplace issues.
Support investigations, disciplinary actions, and grievance handling processes where required.
Monitor compliance with employment legislation, company policies, and regulatory requirements.
Coordinate with Legal and management on sensitive employee matters when necessary.
Ensure proper HR documentation and governance standards are maintained.
Consolidate HR metrics and reports prepared by specialist teams.
Analyse workforce data and identify trends, risks, and opportunities.
Experience in preparing and presenting HR management reports, workforce insights, and recommendations at monthly management meetings.
Prepare management reports and presentations for leadership review.
Support data-driven decision-making through workforce insights and recommendations.
Experience developing business cases, presentation materials, and management papers for HR initiatives and projects.
Lead cross-functional HR projects and initiatives assigned by management.
Coordinate the implementation of new HR systems, policies, and programmes.
Identify opportunities to streamline HR processes and improve service delivery.
Drive continuous improvement initiatives across the HR function.
Bachelor's Degree in Human Resources, Business Administration, Psychology, Organisational Development, or related disciplines.
Professional HR certification such as IHRP, SHRM, CIPD, or equivalent, and proficiency in SuccessFactors would be advantageous.
8-11 years of progressive Human Resources experience, including experience in HR business partnering, HR operations, or specialist HR functions.
Experience coordinating and implementing HR initiatives across multiple HR disciplines, including talent management, employee engagement, performance management, learning and development, and employee relations.
Experience supporting organisational change, business growth, workforce planning, or transformation initiatives.
Experience in a regional or multi-country environment would be an advantage.
Good understanding of employment legislation, HR best practices, and employee relations principles.
Experience in HR analytics, reporting, and workforce data interpretation would be advantageous.
Experience working closely with senior management and business leaders on people-related matters.
Experience within supply chain, logistics, manufacturing, technology, or related industries will be advantageous.
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