Group Senior HR Manager

IRMA INSIGHTS PTE. LTD.; Singapore; On-site; SGD 120,000 - 180,000; Full time

Job summary

IRMA INSIGHTS PTE. LTD. in Singapore seeks a Group Senior Human Resources Manager to lead HR strategy, governance and business partnering across the Group.

You will drive workforce planning, talent development, remuneration governance and compliance while aligning local requirements with Group standards. The role covers multiple entities and locations regionally, balancing standardization with local statutory needs and risks.

Qualifications

• Bachelor’s degree in HR, Business Admin or related field.
• 8–12 years of HR generalist experience with 3–5 years in management or business partnering.
• Experience partnering with leaders, overseeing strategic initiatives and hands-on HR operations.
• Experience across multiple entities or countries with cross-border governance.
• Exposure to workforce planning, remuneration reviews, and HR systems.

Responsibilities

• Develop Group HR strategy, governance and business partnering with leadership.
• Oversee organisation design, workforce planning and recruitment governance.
• Design and administer performance, talent management and succession processes.
• Lead compensation and benefits reviews, salary benchmarking and governance.
• Advise on employee relations and drive engagement and retention across markets.
• Oversee regional HR operations, compliance with local laws and data protection.

Skills

HR leadership

Strategic planning

Talent management

Employee relations

HR governance

Education

Bachelor’s degree in HR or related field

HR certification (IHRP/CIPD/SHRM) advantageous

Tools

HRIS

Payroll systems

Job description

Position Title: Group Senior Human Resources Manager / Group Human Resources Manager

Reporting To: Group CEO

Scope: Group-level oversight across multiple business entities and locations; regional scope where assigned

Role Overview

The Group Senior Human Resources Manager provides strategic and operational HR leadership across the Group, translating business priorities into practical people strategies, policies and programmes. The role partners with Group leadership and business heads on workforce planning, organisational effectiveness, talent, remuneration, employee relations and change management, while ensuring consistent governance and effective HR delivery across business entities and local jurisdictions. This role balances Group-wide standardization with local legal and business requirements, manages people-related risks, and drives measurable improvements in workforce capability, employee experience and HR efficiency.

Key Responsibilities

1. Group HR Strategy, Governance & Business Partnering

• Formulate and implement Group HR priorities, annual plans and policies aligned with business strategy, growth plans and operating budgets.
• Act as a trusted adviser to Group leadership and business heads on people strategy, organisational capability, leadership decisions and employment risks.
• Establish Group-wide HR governance, approval matrices, policy ownership, controls and escalation protocols while accommodating local statutory requirements.
• Lead and develop HR team members and coordinate with local HR representatives.

2. Organisation Design, Workforce Planning & Talent Acquisition

• Partner with business leaders on organisational structures, reporting lines, job architecture, role clarity, headcount planning and succession risks.
• Lead annual and periodic workforce planning, recruitment budgets, manpower forecasts and hiring prioritisation across business units.
• Oversee end-to-end recruitment standards, selection governance, offer approvals, onboarding quality and employer branding.
• Advise on critical hiring, internal mobility, promotions and workforce deployment; monitor time-to-fill, hiring quality and recruitment costs.

3. Performance and Talent Management

• Design and administer Group performance management frameworks, goal setting, performance review cycles and performance improvement processes.
• Guide managers on performance conversations, talent identification and career development.
• Develop succession and leadership development plans for critical positions, including talent reviews and readiness assessments.
• Consolidate training needs, coordinate learning plans and evaluate effectiveness against business capability requirements.

4. Compensation and Benefits

• Lead salary benchmarking, job grading, internal equity reviews, promotion and salary adjustment recommendations across relevant markets.
• Coordinate annual salary review, bonus and variable remuneration processes, including governance, eligibility and approval documentation.
• Review benefits, allowances, incentives and reward practices for competitiveness, affordability, consistency and statutory compliance.

5. Employee Relations

• Advise management on employee grievances, misconduct, disciplinary action, performance exits, conflict of interest and sensitive workplace concerns.
• Drive engagement, retention, employee communications, identify recurring employee relations risks.

6. Regional HR Operations, Policies & Compliance

• Oversee consistent execution of HR operations including employment contracts, onboarding, confirmation, payroll inputs, leave, benefits, records and offboarding.
• Ensure local HR practices meet applicable employment, immigration, payroll, social security, tax and data protection requirements, with specialist advice where necessary.
• Maintain and periodically update Group policies, employee handbooks, standard operating procedures and templates with local country addenda.
• Establish controls for payroll accuracy, employee data integrity, statutory filings, vendor management and HR audits.
• Maintain secure employee records and appropriate access controls, confidentiality and document retention practices.

7. HR Systems, Analytics & Continuous Improvement

• Own HR process improvement and HRIS enhancement initiatives, including workflow automation, data quality and user adoption.
• Develop management dashboards and reports on headcount, attrition, hiring, performance, compensation, absenteeism and people costs.
• Interpret workforce trends, highlight risks and provide practical, data-informed recommendations to senior management.
• Identify opportunities to streamline regional HR processes while maintaining accountability and local compliance.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related discipline. Professional HR qualification (e.g., IHRP, CIPD, SHRM) is advantageous.
• 8–12 years of HR generalist experience, including at least 3–5 years in an HR management or business partnering role.
• Demonstrated experience partnering with business leaders and overseeing both strategic HR initiatives and hands‑on HR operations.
• Experience supporting multiple business units, legal entities or countries; familiarity with relevant employment legislation and cross‑border HR governance.
• Proven exposure to employee relations, workforce planning, remuneration reviews, performance management, policy development and HR systems.