Director, People & Culture

NCS Group; Singapore (MI); On-site; USD 100,000 - 150,000; Full time

Job summary

NCS Group is seeking a Director of People & Culture to lead HR strategies aligned with business goals. This strategic role involves overseeing talent management, organizational development, and employee engagement initiatives, ensuring a high-performing and diverse workforce. The ideal candidate will have significant HR leadership experience, strong analytical skills, and a proven track record in the IT services sector.

Qualifications

• 8-10 years in HR, with 3-5 years in a leadership role.
• Strong understanding of IT and telecommunications sectors.
• Proficient in using HR metrics and data for decision-making.

Responsibilities

• Partner with senior leaders to align HR strategies with business goals.
• Oversee succession planning and leadership development.
• Implement engagement initiatives to enhance retention.

Skills

Leadership

Consultative Skills

Analytical Skills

Change Management

Project Management

Communication

Education

Degree in Human Resources or Business Administration

Master’s degree or HR certificate (SHRM-SCP, CIPD, SPHR)

IHRP-SP certification

Job description

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We are seeking a strategic HR Business Partner Leader to support our Enterprise, Telco+ Strategic Business Groups, and Corporate Functions. This role connects business leadership with HR strategy, aligning talent with operational needs and long-term business objectives. The successful candidate will lead transformative HR practices, drive performance through enhanced people management capabilities, and champion a culture of excellence and continuous improvement across the region.

Key Responsibilities

1. Strategic HR Partnership & Leadership

• Partner with senior leaders to align HR strategies with business goals and drive growth in the competitive IT services market.
• Lead and develop Regional HR Business Partners to deliver proactive HR support across business groups and corporate functions.
• Lead strategic organizational change initiatives such as restructuring, talent mobility, and workforce planning to build a resilient and adaptive workforce.
• Formulate and execute HR policies, practices, and initiatives that address regional requirements while ensuring alignment with global corporate standards.

2. Talent Management & Development

• Oversee succession planning and leadership development to ensure a strong pipeline of skilled employees and future leaders.
• Ensure effective performance management processes are in place, connecting individual objectives with strategic business outcomes.

3. Organizational Development & Change Management

• Support organizational change initiatives, including expansion projects, operational shifts, and digital transformations.
• Champion diversity, equity, and inclusion (DEI) efforts to build a diverse, future-ready workforce.
• Use HR analytics to measure the effectiveness of talent strategies and continuously improve HR programs.

4. Employee Engagement & Retention

• Implement engagement initiatives to enhance retention by providing clear development paths and growth opportunities.
• Coach and support managers in building high-performing teams and creating positive employee experiences.
• Boost employee engagement with proactive communication, feedback mechanisms, and initiatives that foster a positive workplace culture.

5. Operational Excellence

• Use HR analytics to monitor workforce trends, evaluate HR initiatives, and recommend strategic improvements.
• Act as a trusted advisor to resolve complex employee relations issues, ensuring a fair and consistent approach across the region.
• Ensure HR practices adhere to laws, regulations, and internal policies to mitigate legal risks and uphold ethical standards.

6. Collaboration & Stakeholder Management

• Partner closely with HR Centres of Excellence (e.g., Talent Acquisition, Learning & Development, Rewards) to ensure delivery of comprehensive HR services.
• Champion innovative HR solutions including digital HR tools, to enhance efficiency and the overall employee experience.

The ideal candidate should have / be :

• Education & Qualification : Degree inHuman Resources, Business Administration, or a related field; Master’s degree or HR certificate (SHRM-SCP, CIPD, SPHR) is preferred.
• IHRP-SP certified
• Experience : 8-10 years in HR, with 3-5 years in a leadership role in IT Professional Services or technology-driven environment.
• Industry Knowledge : Strong understanding of the IT and telecommunications sectors, including current trends and best practices that influence people and business performance.
• Strategic Vision : Demonstrates the capacity to think comprehensively and align HR initiatives with the overall business strategy.
• Leadership : Experience in leading, developing and managing HR teams.
• Consultative Skills : Trusted advisor with excellent stakeholder management and interpersonal skills.
• Analytical & Problem-Solving Skills : Proficient in using HR metrics and data for decision-making.
• Change Management : Skilled in managing transformation and adapting to changing business environments.
• Project Management : Strong organizational skills to manage multiple priorities and deliver timely results.
• Communication : Exceptional verbal and written communication skills; adept at influencing and negotiating at all levels.

Seniority level

Seniority level

Director

Employment type

Employment type

Full-time

Job function

Job function

Human Resources

IT Services and IT Consulting and Technology, Information and Media

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