The HR Manager will be responsible for executing HR objectives, administration of benefits, employee relations, performance management, compensation planning, talent planning/workforce analysis, learning and development and organizational effectiveness initiatives.

• Client Group Partnership:  Partner with client group to execute human capital strategy.  Develop effective relationships with leaders within client groups.  Influence matters relating to human resources.  Provide coaching when appropriate.  
• HR Operations Execution:  Accountable for execution of all human resources operations within client groups including Workday and other systems.
• Benefits Administration: Work in conjunction with Global team to review and implement Benefits. Responsible for interaction with vendors and operational deployment and administration.  
• Employee HR Contact:  Knowledge expert and advisor to employees in client group on human resources topics.  Primary HR contact for all client group employees. 
• Employee Relations: Partner with client group on all employee relations matters including voluntary and involuntary terminations.  Work collaboratively with Legal partners to develop resolution strategies.  
• Performance Management:  Accountable for completion of quarterly and annual performance planning within client group including communication, timelines, training and tools.  Provide analytics related to performance management.  Review written performance reviews and follow up with managers and employees for diagnosis of development needs and coaching.  
• Compensation Planning: Accountable for completion of compensation planning within client group.  Complete analysis of employee compensation recommendations  and coordinate management review of outcomes.  Partner with client  groups to review internal and market compensation alignment.   
• Talent Planning: Proactive talent planning including internal talent moves, external hiring needs, career development and succession planning. Work closely with Recruiters.
• Learning & Development:  Identify learning and development opportunity needs for individuals, groups, departments or at the division level.  Influence design and delivery of development opportunities (e.g. – training, mentoring, rotational programs, reward & recognition programs, etc.).  Determine appropriate method for measuring impact.  
• Organizational Effectiveness:  Assessment of organizational effectiveness issues.  Provide direction, scope definition and ongoing oversight/management of resources brought in to address people issues.  Provide guidance on reorganization decisions including  appropriate structure and role design for optimal business performance, talent planning and management, and change management activities  (including communication).

• Bachelor’s Degree  
• 5 years of work experience as a HR Business Partner/Manager
• Excellent knowledge of HR practices and principles, and all applicable employment, pay, benefits, health, and safety laws and regulations in Singapore.
• Experience with administering and maintaining performance management and compensation programs.
• Ability to handle multiple tasks concurrently 
• Strong interpersonal skills
• Strong oral and written communication skills
• High level of integrity 
• Strong analytical and problem solving skills
• Experience in the technology industry a plus
• Fluent English.

• The recruitment process includes online assessments as a first step (English, logic, business) - please check  your e-mail and also your SPAM folder 
• We work in hybrid way