Director, Human Resources

Accountstaff (EA); Singapore; On-site; SGD 180,000 - 240,000; Full time

Job summary

Accountstaff (EA) is seeking an experienced HR leader to shape strategy, governance and people practices for our organisation in Singapore. You will steer workforce planning, end-to-end recruitment, rewards, performance, learning and employee engagement, partnering with senior leaders to lift organisational performance.

The role requires a degree and 12+ years of progressive HR experience, including 5+ years in leadership across multiple disciplines; familiarity with Singapore employment law and

Qualifications

• Degree-qualified with at least 12 years of progressive HR experience, including 5+ years of leadership responsibility across multiple HR disciplines.
• Professional certification such as IHRP-SP or equivalent will be an advantage.

Responsibilities

• Develop and deliver HR strategies, policies and programmes that support SBF's organisational goals, workforce plans and employee experience.
• Strengthen HR governance through clear policy frameworks, fair and consistent decision-making, and compliance with relevant employment legislation and Tripartite guidelines.
• Serve as Secretariat to the Appointments and Remuneration Committee, including preparing papers, recommendations and updates for senior management, Board and Council discussions.
• Monitor workforce, engagement and talent metrics, benchmark HR practices against market trends, and provide management with data-driven insights and recommendations to strengthen workforce capability, employee experience and organisational performance.
• Lead manpower planning, manpower budgeting and workforce movements to ensure SBF has the right capabilities and capacity for current and future priorities.
• Oversee end-to-end recruitment, selection and onboarding, ensuring a positive candidate and employee experience from first interaction through the first six months.
• Build targeted hiring strategies for critical roles, including job positioning, sourcing channels, assessment quality and hiring manager capability.
• Oversee compensation, benefits, salary review and manpower cost planning to balance market competitiveness, internal equity, affordability and governance.
• Review benefits and wellbeing provisions to ensure they remain relevant, sustainable and aligned with employee needs and organisational priorities.
• Drive the performance management approach to strengthen clarity of expectations, quality of conversations, accountability and recognition of contribution.
• Lead the learning, talent and career development agenda, including capability building, leadership development, succession considerations and development pathways.
• Translate SBF's values and culture aspirations into practical interventions, rituals and leadership behaviours that employees can experience day to day.
• Partner divisional leaders to understand talent needs, ground sentiments and opportunities to improve team effectiveness, collaboration and change readiness.
• Oversee learning administration, budget, vendor management and reporting on learning participation, effectiveness and return on investment.
• Lead employee engagement, employee voice and retention strategies that strengthen trust, belonging, productivity and organisational commitment.
• Oversee the employee engagement survey cycle, including survey design, analysis, leadership sharing, action planning and follow-through on priority areas.
• Design initiatives that improve the employee lifecycle, from onboarding and development to mobility, recognition, wellbeing and offboarding.
• Lead the HR team in delivering responsive, accurate and professional HR services across the employee lifecycle.
• Improve HR processes, systems, documentation and service standards to enhance efficiency, data quality and user experience.
• Maintain accurate HR records, dashboards and metrics including headcount, attrition, recruitment, engagement, learning and manpower cost indicators.
• Coach and develop HR team members, building a collaborative team that is credible with the business and disciplined in execution.

Skills

HR strategy

Governance

Policy development

Workforce planning

Talent acquisition

Rewards & benefits

Performance management

Learning & development

Employee engagement

People analytics

Leadership

Education

Degree in HR / business / related field

Job description

Responsibilities

1. HR strategy, governance and policy

• Develop and deliver HR strategies, policies and programmes that support SBF's organisational goals, workforce plans and employee experience.
• Strengthen HR governance through clear policy frameworks, fair and consistent decision-making, and compliance with relevant employment legislation and Tripartite guidelines.
• Serve as Secretariat to the Appointments and Remuneration Committee, including preparing papers, recommendations and updates for senior management, Board and Council discussions.
• Monitor workforce, engagement and talent metrics, benchmark HR practices against market trends, and provide management with data-driven insights and recommendations to strengthen workforce capability, employee experience and organisational performance.

2. Workforce planning and talent acquisition

• Lead manpower planning, manpower budgeting and workforce movements to ensure SBF has the right capabilities and capacity for current and future priorities.
• Oversee end-to-end recruitment, selection and onboarding, ensuring a positive candidate and employee experience from first interaction through the first six months.
• Build targeted hiring strategies for critical roles, including job positioning, sourcing channels, assessment quality and hiring manager capability.

3. Rewards, benefits and performance

• Oversee compensation, benefits, salary review and manpower cost planning to balance market competitiveness, internal equity, affordability and governance.
• Review benefits and wellbeing provisions to ensure they remain relevant, sustainable and aligned with employee needs and organisational priorities.
• Drive the performance management approach to strengthen clarity of expectations, quality of conversations, accountability and recognition of contribution.

4. Talent development, leadership capability and culture

• Lead the learning, talent and career development agenda, including capability building, leadership development, succession considerations and development pathways.
• Translate SBF's values and culture aspirations into practical interventions, rituals and leadership behaviours that employees can experience day to day.
• Partner divisional leaders to understand talent needs, ground sentiments and opportunities to improve team effectiveness, collaboration and change readiness.
• Oversee learning administration, budget, vendor management and reporting on learning participation, effectiveness and return on investment.

5. Employee engagement, experience and retention

• Lead employee engagement, employee voice and retention strategies that strengthen trust, belonging, productivity and organisational commitment.
• Oversee the employee engagement survey cycle, including survey design, analysis, leadership sharing, action planning and follow-through on priority areas.
• Design initiatives that improve the employee lifecycle, from onboarding and development to mobility, recognition, wellbeing and offboarding.

6. HR operations, analytics and team leadership

• Lead the HR team in delivering responsive, accurate and professional HR services across the employee lifecycle.
• Improve HR processes, systems, documentation and service standards to enhance efficiency, data quality and user experience.
• Maintain accurate HR records, dashboards and metrics including headcount, attrition, recruitment, engagement, learning and manpower cost indicators.
• Coach and develop HR team members, building a collaborative team that is credible with the business and disciplined in execution.

Job Requirement

• Degree-qualified with at least 12 years of progressive HR experience, including 5 or more years of leadership responsibility across multiple HR disciplines. Professional certification such as IHRP-SP or equivalent will be an advantage.
• Strong working knowledge of Singapore employment legislation, fair employment practices, compensation and benefits, performance management and HR governance.
• Proven experience leading HR projects across policy review, workforce planning, talent acquisition, rewards, learning, engagement or organisational development.
• Strong stakeholder management skills, with the confidence to advise senior leaders and the judgement to handle sensitive matters with discretion.
• Analytical, structured and comfortable using HR data to identify issues, shape recommendations and track outcomes.
• Hands-on, collaborative and resilient, with the ability to balance strategic thinking with operational delivery in a lean team environment.
• Experience in a public sector, trade association, professional services, membership-based, non-profit or mission-driven organisation will be useful but is not mandatory.