Deputy Manager / Manager - Human Resources

Job Summary:

To drive the people agenda and strategies of the organization through business partnering with a focus in compensation & benefits. Play an important role in developing a competitive and fair total compensation and benefits framework for the organisation. Drive the performance culture and to formulate robust HR practices, policies and processes.

Principal Responsibilities and Duties:

Business Partnering

1. Strategic Alignment: Work closely with the leadership of the organization and play the role of a strategic HR advisor and consultant, bridging the gap between HR practices and the overall organization strategy. Ensuring that HR strategies and initiatives are aligned with the overall goals, objectives, vision and mission.

2. Business Partnering: Working closely with business leaders and managers to understand their critical requirements, needs, challenges, and opportunities.

3. Talent Management: Supporting the development and retention of employees, including succession planning, performance management, and career development.

4. Employee Relations: Addressing employee concerns, resolving conflicts, and fostering a positive work environment.

5. Change Management: Playing a critical role to assist managers and employees to adapt, embrace and navigate organizational changes while focusing on employee well-being and motivation.

Compensation & Benefits (C&B)

1. C&B Positioning, strategy and operations: Formulate C&B strategy and position for the organisation. This includes constant reviews and enhancements to C&B offerings to meet the changing needs of the organisation to support its growth and in alignment to statutory requirements.

2. Review of C&B initiatives: Work with external benefits providers for renewal. Work closely with Cluster/Service Heads, HR Service Partners and other stakeholders to ensure C&B initiatives are consistently interpreted, aligned and rolled out on the ground. To recommend, revise and roll out new initiatives.

3. Payroll Approval: Oversee monthly payroll approval/administration including advice to HR Service partners on onboarding and offboarding processes and payments and ad-hoc salary adjustments.

4. Annual Budgeting and Manpower Planning: Lead the annual HR budget exercise, sector salary benchmarking and alignment, manpower planning and projection.

5. Provide Advice: Provide advice and guidance to Cluster/Service Heads, HR Service Partners and other stakeholders on budget and manpower planning.

6. Statutory Reporting: Fulfill all statutory reporting requirements, including completion of surveys to government bodies and submission of manpower information for government fundings.

Performance Management

1. Annual Performance Reviews: Lead and drive the annual performance, salary and bonus reviews and processes. Engage and provide guidance to Cluster/Service Heads and HR Service Partners on annual performance management, career progression, review and setting of SMART Goals.

Projects

1. Involve in important adhoc HR projects like HRIS system, job evaluation and grading, acquisitions and expansion.

2. Review and revise current HR practices, policies and processes to stay competitive within the sector.

3. Perform HR due diligence for external and internal audits.

4. Any other responsibilities assigned relating to HR.

Essential Skills & Qualification:

1. Bachelor’s Degree in Human Resources or related field.

2. Minimum 10 years professional Human Resources experience with a focus in compensation and benefits; with at least 3 years of knowledge or experience in payroll.

3. A creative change leader.

4. Strong in C&B with general knowledge of overall HR functions.

5. Well-versed in local employment laws and regulations.

6. Be proactive to review and recommend sound policies and procedures.

7. Strong knowledge of and experience with reward frameworks, principles and concepts.

8. Proficient in Microsoft Office applications. Advanced Excel skills and great PowerPoint presentation skills.

9. Familiar with HRIS systems.

10. Clear and concise writing skills required to formulate HR policies.