Senior HR Executive

Stigious Pte Ltd; Singapore; On-site; SGD 70,000 - 120,000; Full time

Job summary

Stigious Pte Ltd in Singapore is seeking an experienced HR professional to lead Talent Acquisition, HR policy development, compensation benchmarking, performance management, and HR operations across markets. The role covers recruitment, governance, salary analysis, and workforce planning to support business growth.

You will partner with hiring managers, draft job descriptions, coordinate interviews, and maintain HR records while ensuring regulatory compliance and standardized practices across

Responsibilities

• Manage the end-to-end recruitment process across assigned functions and markets, from job requisition through to offer and onboarding.
• Partner with hiring managers to understand manpower requirements, role specifications, and candidate profiles.
• Draft and review job descriptions and ensure roles are appropriately positioned in the market.
• Source and screen candidates through relevant recruitment channels, agencies, job portals, referrals, and professional networks.
• Coordinate interviews, assessments, reference checks, offers, and preemployment requirements.
• Support salary recommendations for new hires based on internal equity, market benchmarks, experience, and approved budgets.
• Maintain recruitment trackers and provide regular updates on hiring progress, recruitment costs, and key hiring metrics.
• Support workforce and manpower planning initiatives where required.
• Support the development, review, and implementation of HR policies, procedures, guidelines, and employee handbook provisions.
• Conduct periodic reviews of existing policies to ensure they remain relevant, practical, and aligned with business requirements.
• Research local employment practices and regulatory requirements and support HR in maintaining compliance with applicable employment legislation.
• Communicate HR policies and procedures clearly to employees and managers and provide guidance on their application.
• Support the standardization of HR policies and practices across different teams or markets, where applicable.
• Maintain proper HR documentation, records, and policy version controls.
• Conduct salary benchmarking and market research using available compensation surveys, recruitment market data, industry reports, and other reliable sources.
• Analyze salary data to assess the company’s competitiveness against relevant market benchmarks.
• Support periodic compensation reviews, salary adjustments, promotions, and annual increment exercises.
• Prepare salary comparison and compensation analysis for new hires, existing employees, and internal movements.
• Review compensation positioning to support internal equity and consistency across similar roles and levels.
• Assist in developing salary ranges, job levels, and compensation structures where required.
• Prepare compensation proposals and supporting analysis for management review.
• Maintain confidentiality and accuracy when handling employee salary and compensation information.
• Coordinate the annual and periodic performance management cycle, including goal setting, mid-year reviews, year-end evaluations, and performance calibration.
• Support managers and employees in understanding performance management processes, timelines, rating guidelines, and documentation requirements.
• Track completion of performance reviews and follow up with relevant stakeholders to ensure timely submission.
• Support performance calibration exercises and prepare relevant data and reports for management discussions.
• Assist HR and managers with performance improvement plans, probation reviews, confirmation assessments, and performance-related documentation.
• Analyze performance data and identify trends or areas requiring HR attention.
• Support the linkage between performance outcomes and compensation, promotion, and development decisions.
• Provide day-to-day HR support and guidance to employees and managers on HR policies, processes, and employment matters.
• Support employee lifecycle activities, including onboarding, probation, confirmation, internal transfers, promotions, and offboarding.
• Maintain accurate employee information and HR records in the HR system.
• Prepare HR reports, dashboards, and analysis as required by management.
• Support HR projects and other regional or organizational initiatives as assigned.

Job description

Responsibilities:

Talent Acquisition & Recruitment

• Manage the end-to-end recruitment process across assigned functions and markets, from job requisition through to offer and onboarding.
• Partner with hiring managers to understand manpower requirements, role specifications, and candidate profiles.
• Draft and review job descriptions and ensure roles are appropriately positioned in the market.
• Source and screen candidates through relevant recruitment channels, agencies, job portals, referrals, and professional networks.
• Coordinate interviews, assessments, reference checks, offers, and preemployment requirements.
• Support salary recommendations for new hires based on internal equity, market benchmarks, experience, and approved budgets.
• Maintain recruitment trackers and provide regular updates on hiring progress, recruitment costs, and key hiring metrics.
• Support workforce and manpower planning initiatives where required.

HR Policies & Governance

• Support the development, review, and implementation of HR policies, procedures, guidelines, and employee handbook provisions.
• Conduct periodic reviews of existing policies to ensure they remain relevant, practical, and aligned with business requirements.
• Research local employment practices and regulatory requirements and support HR in maintaining compliance with applicable employment legislation.
• Communicate HR policies and procedures clearly to employees and managers and provide guidance on their application.
• Support the standardization of HR policies and practices across different teams or markets, where applicable.
• Maintain proper HR documentation, records, and policy version controls.

Compensation, Salary Benchmarking & Review

• Conduct salary benchmarking and market research using available compensation surveys, recruitment market data, industry reports, and other reliable sources.
• Analyze salary data to assess the company’s competitiveness against relevant market benchmarks.
• Support periodic compensation reviews, salary adjustments, promotions, and annual increment exercises.
• Prepare salary comparison and compensation analysis for new hires, existing employees, and internal movements.
• Review compensation positioning to support internal equity and consistency across similar roles and levels.
• Assist in developing salary ranges, job levels, and compensation structures where required.
• Prepare compensation proposals and supporting analysis for management review.
• Maintain confidentiality and accuracy when handling employee salary and compensation information.

Performance Management

• Coordinate the annual and periodic performance management cycle, including goal setting, mid-year reviews, year-end evaluations, and performance calibration.
• Support managers and employees in understanding performance management processes, timelines, rating guidelines, and documentation requirements.
• Track completion of performance reviews and follow up with relevant stakeholders to ensure timely submission.
• Support performance calibration exercises and prepare relevant data and reports for management discussions.
• Assist HR and managers with performance improvement plans, probation reviews, confirmation assessments, and performance-related documentation.
• Analyze performance data and identify trends or areas requiring HR attention.
• Support the linkage between performance outcomes and compensation, promotion, and development decisions.

HR Operations & Employee Support

• Provide day-to-day HR support and guidance to employees and managers on HR policies, processes, and employment matters.
• Support employee lifecycle activities, including onboarding, probation, confirmation, internal transfers, promotions, and offboarding.
• Maintain accurate employee information and HR records in the HR system.
• Prepare HR reports, dashboards, and analysis as required by management.
• Support HR projects and other regional or organizational initiatives as assigned.

Stigious Pte Ltd | EA Licence No.: 26C3544
Ngan Guo Wei | R23116538