HR Manager - Workforce and People Advisory

About the role

The HR Manager partners with business leaders and line managers on workforce and people matters through HR business partnering, workforce planning and the implementation of HR policies and practices. The role leads the HR teamlet to deliver HR advisory and support across performance management, employee relations and manpower management, while driving HR initiatives that support business priorities and organisational objectives.

Key responsibilities

• Partner with business leaders and line managers to understand business priorities and give timely, practical HR advice and solutions, translating business needs into HR interventions and supporting the implementation of HR policies, programmes and initiatives.
• Build stakeholder relationships, identify workforce challenges and people-related risks, and advise managers on people management matters.
• Partner with Talent Acquisition on hiring needs and with Talent Management on talent development and retention; work with HR shared services and CoEs for consistent delivery of HR programmes.
• Lead workforce planning and manpower budgeting, monitor headcount, vacancies, attrition and manpower utilisation, and support restructuring, job redesign and workforce deployment decisions.
• Coordinate the performance management cycle (goal setting, reviews, moderation and calibration), advise on performance improvement plans and underperformance, and recommend improvements to performance management.
• Advise on employee relations matters such as grievances, discipline, employment terms and probation, assess employee-related risks and handle sensitive matters with confidentiality and professionalism.
• Lead and manage the HR teamlet, guide team members on advisory matters, case management and policy implementation, build team capability and drive process improvements.

Required profile

• Bachelor's or master's degree in human resources, business administration or equivalent.
• At least 5-8 years of progressive HR experience, preferably in HR business partnering; healthcare or public sector experience is an advantage.
• Good knowledge of HR policies, employment practices and relevant employment legislation.
• Ability to coach and guide team members and to work independently with sound judgement.
• Professional license (e.g., iHRP) if applicable.

Required skills

• Stakeholder management, communication and advisory skills.
• Analytical and problem-solving abilities, including interpreting workforce data.
• Discretion and professionalism in handling confidential matters.