Senior Manager / Assistant Director, HR

Recruitment

• Manage the recruitment and selection process.
• Develop and implement effective recruitment strategies to attract talent. Align recruitment strategies with manpower budget requirements.
• Supervise the onboarding process and ensure that new hires are led through a smooth process and positive experience from interview stage to 6 months into the role.
• Ensure that interview and selection policies and procedures adhere to fair employment practices.
• Improve the employee experience at all stages of the lifecycle, particularly during key moments such as onboarding, mobility, and offboarding.
• Look at continuous process improvements in recruitment end-to-end operations.
• Maintain accurate employee records and HR metrics (e.g., turnover, retention) to inform strategic decision-making.
• Oversee day-to-day HR related matters throughout the employee lifecycle.

Learning & Development

• Provide guidance to HR staff in aspects of Training & Development.
• Oversee the learning administration for staff including course registration, maintenance of records, training bonds, etc.
• Ensure that all training databases/documents are well maintained.
• Supervise the planning, arranging and liaising with external vendors for training courses.
• Supervise training-related matters with government and related agencies (including applications and claims of training grants).
• Review and update learning & development policies and processes to ensure alignment with current market practices and organisational needs.
• Accountable for maximising and managing learning resources and budget.
• Support reporting, such as learning updates and learning effectiveness report to management.
• Handle learning administration and operations when required.

B – Engagement

As an individual contributor, support Executive Director in the following:

• Develop staff engagement strategies and programmes to enhance engagement and organizational culture.
• Design and facilitate interventions which may include vision, mission, values & cultural development programs, and employee engagements.
• Support the conceptualization and operationalization of the engagement efforts to support SBF25.
• Lead the annual engagement survey, analyse the results, and identify areas of focus to develop an action plan and strategies to boost employee engagement.
• Nurture and build the organisational value proposition and culture through supporting the deployment of Emergenetics and other intervention tools.
• Build and execute sustainable plans/programmes to translate our values and culture into concrete actions and create a framework for measuring their effectiveness.
• Manage social engagement events and team building activities.