Manager, Human Resource (HR Operations)

Overview The HR Manager (HR Operations) manages the core HR operational portfolios across the Singapore Children's Society. This role is responsible for driving and ensuring effective HR service delivery in areas such as recruitment, employee lifecycle management, employee relations, workforce planning, compliance and HR governance. Reporting to the Head of Human Resource, the role partners closely with stakeholders across the organisation to strengthen people processes, ensure regulatory compliance, and foster a positive, supportive and sustainable work environment aligned with the Society's mission.Key Responsibilities 1. HR Operations and Service Delivery Manage HR operations in the Society, including recruitment and selection, employee lifecycle management, performance management, and employee relationsEnsure effective, efficient, and timely delivery of HR services and functions across the organisationProvide advice and guidance to management and stakeholders on HR operational and human capital matters2. Recruitment and Employee Lifecycle Management Manage the end-to-end recruitment process, including sourcing, interviewing, preparing salary proposals, and managing onboardingEnsure vacancies are filled in a timely and effective manner by adopting proactive and creative recruitment strategies, taking into account sector-specific challenges and manpower needsManage the employee lifecycle, including confirmation, transfers, re-designations, contract renewals, and cessation of service3. Employee Relations and Workplace Management Handle employee relations matters such as disciplinary cases, grievances, and performance improvement plans, ensuring fair, consistent, and well-documented application of policiesPartner departments to address workplace climate, morale, and conduct-related issues from an operational perspectiveManage HR-related risks and ensure proper documentation for disciplinary, grievance, and termination cases4. Workforce Planning, Manpower & Budgeting Support organisation-wide manpower planning, workforce forecasting, and annual budgeting exercisesMonitor headcount, vacancy rates, turnover, and workforce trendsSupport funding-related manpower reporting and related requirements5. HR Policies, Compliance & Governance Review, benchmark, and continuously improve HR policies, SOPs, and practices in line with best practices and organisational needsEnsure clear communication and consistent implementation of HR policies and SOPs across the organisationEnsure compliance with MOM regulations, PDPA, and other statutory and regulatory requirements6. HR Systems, Process Improvement, Analytics & Management Information Drive process automation and digitisation of HR workflows to improve operational efficiency, accuracy, and data integritySupport organisational changes such as restructuring, role redesign, or policy rollouts, including the HR aspects of organisational initiativesPrepare HR reports, workforce analytics, and presentations for Senior Management and the Board of Directors7. Staff Mental Health, Well-Being & Engagement Implement staff mental health and well-being initiatives in alignment with organisational values and staff needsPromote a supportive and psychologically safe workplace through policies, practices, and staff engagement initiativesManage well-being programmes such as mental health talks, peer support initiatives, and staff care resourcesReview HR policies and practices through a well-being lens to support sustainable workloads and healthy work environments8. Stakeholder Engagement & Projects Guide and develop HR team members, fostering a positive and collaborative working environmentRepresent HR in cross-functional committees, working groups, or organisational taskforcesParticipate in and support HR initiatives, projects, or other duties as assignedKey Requirements Degree in HR or a relevant discipline from a recognised institutionMinimum of 8 years' relevant experience with strong exposure to HR Operations, with at least 2 years in a managerial roleExperience in the social service or non-profit sector will be an advantageGood working knowledge of Singapore employment legislation and HR best practicesStrong interpersonal and communication skills, with the ability to work effectively with stakeholders at all levelsHighly organised, detail-oriented, and able to manage multiple priorities