HR Senior Executive

Royal Insignia Pte Ltd; Singapore; On-site; SGD 60,000 - 80,000; Full time

Job summary

A leading HR consulting firm in Singapore seeks an Executive / Senior Executive, People Partner to support operational HR services while partnering with business units. Responsibilities include talent acquisition and development, compliance with employment legislation, stakeholder management, and implementation of HR policies. The ideal candidate will have a degree in Human Resource Management and at least 2-3 years of relevant experience, contributing towards a people-centric culture and continuous improvement in HR services.

Qualifications

• Minimum 2–3 years’ experience in an HR Business Partner or equivalent role.

Responsibilities

• Support recruitment planning and fulfilment of critical manpower needs.
• Identify learning and development needs based on business priorities.
• Develop, review, and implement HR policies in line with legislation.
• Identify and support applications for relevant government grants.
• Support employee engagement, well-being, and work-life blend initiatives.
• Manage voluntary and involuntary exits in accordance with employment laws.
• Collaborate with line managers to project future skills demand.
• Prepare HR metrics and insights through data analysis.
• Plan and execute HR communications effectively.

Skills

HR Advisory

Stakeholder Management

Employee Relations

Operational Excellence

Analytics & Insights

Workforce Planning

Education

Degree in Human Resource Management or IHRP-certified qualification

Job description

The Executive / Senior Executive, People Partner (Shared Services) supports the organisation by delivering operational HR services while partnering business units through consultative HR advisory. The role works closely with line managers to understand workforce requirements, anticipate future skills needs, and prioritise people initiatives aligned with business objectives.

This role contributes to effective talent acquisition, development, engagement, and separation, while ensuring compliance with employment legislation and Tripartite Guidelines. Acting as a trusted partner, the incumbent demonstrates strong stakeholder management capabilities, balancing organisational needs with employee experience through service excellence and people-centric practices.

Key Responsibilities

1. Talent Acquisition & Employer Branding

• Support recruitment planning and fulfilment of critical manpower needs in consultation with hiring managers.

• Source candidates through appropriate channels and manage recruitment costs effectively.

• Guide hiring managers on fair, unbiased, and competency-based selection practices.

• Process work passes and related documentation for foreign workforce in compliance with MOM regulations.

• Develop hiring collaterals, onboarding materials, and orientation programmes aligned with the organisation’s EVP.

• Analyse onboarding effectiveness and recommend improvements.

2. Talent Development

• Identify learning and development needs based on business priorities and staff capability gaps.

• Coach employees on career pathways and development opportunities.

• Support line managers in performance management processes, KPI cascading, and talent reviews.

• Assist in the implementation of succession planning initiatives.
  

3. Human Capital Policies & Implementation

• Develop, review, and implement HR policies, programmes, and procedures in line with legislation and best practices.

• Support senior management in policy implementation and change adoption.

• Guide and train line managers on HR toolkits and processes.
  

4. Grants, Productivity & Continuous Improvement

• Identify and support applications for relevant government grants.

• Assist in planning and implementing productivity and HR improvement initiatives.
  

5. Talent Engagement & Well-Being

• Support the review and recommendation of non-monetary benefits aligned with workforce needs.

• Implement employee engagement, well-being, and work-life blend initiatives.

• Administer engagement surveys and analyse results to identify trends and improvement areas.

• Manage labour relations to promote workplace harmony.
  

6. Talent Separation & Employee Relations

• Manage voluntary and involuntary exits in accordance with employment laws and company policies.

• Conduct exit interviews and analyse feedback for retention insights.

• Support grievance handling, investigations, and resolution processes.

• Assist in retirement and re-employment processes.
  

7. Workforce Strategy & Organisation Development

• Support workforce planning aligned with organisational strategy.

• Collaborate with line managers to project future skills demand and supply.

• Assist in organisation structure reviews and change interventions.
  

8. Analytics & HR Budgeting

• Develop, manage, and track the annual HR budget, including manpower, recruitment, training, welfare, and HR operations costs.

• Prepare HR metrics, dashboards, and insights through data analysis and benchmarking.

• Ensure data accuracy, governance, and integrity.
  

9. Relationships & Communication

• Plan and execute HR communications using appropriate channels.

• Develop HR communication materials and information kits.

• Build trust and credibility with stakeholders through effective communication and advisory support.
  

10. Technology & Operational Excellence

• Support continuous improvement of HR service delivery channels.

• Manage payroll administration activities, including payroll inputs, overtime and allowance verification, staff movement updates, and statutory submissions.
  

11. Labour Policies & Legislation

• Research and apply prevailing employment laws, Tripartite Guidelines, and foreign manpower regulations.

• Draft and issue employment contracts in compliance with statutory requirements.

• Advise employees on benefits, claims, payroll deductions, and employment matters.
  

Decision-Making Authority

• HR policies require consultation with MD / Director / GM.

• All other operational HR decisions are made independently within approved guidelines.

Job Specifications

Qualifications:

• Degree in Human Resource Management or IHRP-certified qualification

Experience:

• Minimum 2–3 years’ experience in an HR Business Partner or equivalent role

Key Competencies:

• HR Advisory, Analytics & Insights, Stakeholder Management, Workforce Planning, Employee Relations, Operational Excellence