HR Manager

BARN & POTTER PTE. LTD.; Singapore; On-site; SGD 70,000 - 100,000; Full time

Job summary

A leading HR consultancy in Singapore is seeking an HR Manager to act as a business partner and guide the HR team. This role involves managing HR processes, setting KPIs, and driving employee engagement initiatives. The ideal candidate should have a strong background in HR and be capable of improving operational efficiencies while ensuring compliance with local requirements. Join a dynamic team dedicated to achieving both people care and business goals.

Qualifications

• Experience in HR business partnering and managing teams.
• Strong understanding of HR processes and compliance.
• Ability to drive performance and manage KPIs effectively.

Responsibilities

• Support leaders on manpower planning and performance management.
• Guide HR team to meet accuracy and deadlines.
• Standardise HR SOPs and improve processes.
• Build and track HR KPI dashboards.
• Strengthen recruitment quality control and employee engagement.
• Resolve HR compliance challenges and propose solutions.

Skills

HR business partnering

Performance management

Employee relations

Process improvement

KPI tracking

Recruitment quality control

Employee engagement initiatives

Problem-solving

Job description

We are looking for an HR Manager who can operate as a strong business partner, guide and audit the HR Executive/Admin team, improve HR processes, and drive HR KPIs with real accountability. This role is hands‑on, structured, and performance‑driven, suitable for someone who can balance people care and business needs with firm standards.

Responsibilities

As an HR Manager or Assistant HR Manager, your key responsibilities include, but are not limited to, the following:

• HR business partnering: Support leaders on manpower planning, performance management, employee relations, transfers, confirmations, and HR decision‑making.
• Lead HR operations execution: Guide, check, and coach the HR Executive/Admin team to ensure accuracy, professionalism, and deadlines are consistently met.
• Process improvement and governance: Standardise HR SOPs, templates, and controls across recruitment, onboarding, payroll support, leave tracking, documentation, and offboarding.
• KPI setting and tracking: Build HR KPI dashboard, run weekly/monthly reviews, and drive action plans to close gaps until targets are met.
• Recruitment quality control: Strengthen screening and job assessment discipline, improve time‑to‑fill, reduce early attrition, and maintain backup candidate pipelines.
• Employee engagement: Drive practical engagement initiatives, new hire check‑ins, stay interviews, recognition routines, and pulse checks, translate feedback into action plans and measurable improvements.
• Compliance and practical problem‑solving: Partner the business to resolve HR compliance challenges with a solutions mindset, balancing business needs with local employment requirements. Propose workable options, implement the best‑fit approach, and ensure decisions are properly documented, consistent, and audit‑ready.