Senior HR Business Partner

Travelex Holdings (S) Pte Ltd; Singapore; On-site; SGD 60,000 - 90,000; Full time

Job summary

A leading company in Singapore seeks an HR professional to drive strategic HR partnerships, foster employee engagement, and manage talent development initiatives. The role will involve guiding managers on workforce planning and addressing employee relations, requiring strong HR expertise and the ability to influence leadership effectively.

Qualifications

• Strong understanding of HR practices and employment regulations.
• Experience in talent management and conflict resolution.
• Ability to drive employee engagement and organizational culture.

Responsibilities

• Partner with stakeholders to develop HR solutions aligned with business goals.
• Manage employee relations and conflict resolution processes.
• Lead talent management initiatives including recruitment and development.

Job description

Key Responsibilities:

1. Strategic Partnering & Collaboration:

   • Partner with business leaders to understand their objectives, challenges, and develop HR solutions that support business goals.

   • Provide guidance on workforce planning, talent management, organizational design, and change management.

   • Drive alignment between HR practices and business objectives to improve performance and employee engagement.

2. Employee Relations & Conflict Resolution:

   • Serve as a point of contact for employee issues and concerns, providing advice and support to both employees and managers.

   • Handle complex employee relations issues, ensuring compliance with company policies, labor laws, and ethical standards.

   • Mediate conflicts and resolve disputes in a fair and constructive manner.

3. Talent Management & Development:

   • Collaborate with leadership to identify talent gaps and drive the recruitment, retention, and development of high-potential employees.

   • Design and implement training and development programs that enhance employee skills and career growth.

   • Facilitate performance management processes, including goal setting, feedback, and performance reviews.

4. Workforce Planning & Organizational Development:

   • Work with management to analyze current workforce needs and future staffing requirements.

   • Recommend organizational changes and process improvements to increase efficiency and employee satisfaction.

   • Support succession planning and leadership development initiatives.

5. HR Policies & Compliance:

   • Ensure HR policies and procedures are consistently applied across the organization.

   • Keep up to date with HR best practices, labor laws, and industry trends to ensure compliance and mitigate risk.

   • Oversee HR metrics and reporting to identify trends and recommend improvements.

6. Employee Engagement & Culture:

   • Promote a positive organizational culture through initiatives that boost employee morale, motivation, and engagement.

   • Gather feedback through surveys, focus groups, and other methods to understand employee satisfaction and recommend action plans.

   • Implement employee recognition programs and work to foster a diverse and inclusive workplace.

7. Change Management & Communication:

   • Lead or support organizational change initiatives, ensuring effective communication and minimal disruption to business operations.

   • Assist with communicating HR programs and changes to employees and leadership.

8. Compensation & Benefits Management

   • Manages entire payroll scope from collating of monthly information to payout to employees, are executed smoothly and efficiently. Ensures the line of authorities are adhered to, including checking, reviewing and approving.

   • Manages benefits and workforce administrations including leave monitoring, monthly update on movements and annual renewal for medical insurance, workforce compensation, visa (foreign employees) processing and quota tracking in Singapore, keeping up with local regulations and updates people policies/handbook, random checks on employees expense claims (per benefits policies), social security requirements, etc.

   • Monitors monthly budget against actual, checks on variance reasoning, proposing and/or discussing possible solutions to manage outliers with relevant stakeholders.