6 jobs in Swire Shipping

Role Purpose (Why do we need this role?)

To support the Head of Risk & Compliance in the execution and operational delivery of the Group’s risk management and compliance frameworks. The role provides analytical, technical, and governance support to ensure effective implementation of data protection programmes, sanctions compliance, enterprise risk management, and crisis management.

Role Accountabilities (What is this role responsible for delivering?)

Data Protection

• To monitor applicable data protection and privacy laws, including but not limited to the Personal Data Protection Act (“PDPA”) and the General Data Protection Regulation (“GDPR”), and to provide functional guidance on compliance therewith. This includes assigning roles and responsibilities within the internal privacy working groups, as well as identifying and communicating regulatory obligations, risks, and implications arising from new or amended data protection laws and regulations.
• To review and update internal data protection policies and documentation (including, but not limited to, the Data Protection & Privacy Policy, Cookies Policy, and Privacy Notices), and to ensure the implementation and ongoing monitoring of compliant processes governing the collection, accuracy, retention, use, security, transparency, access to, and correction of personal data.
• To review and advise on contractual provisions relating to data protection, including data privacy clauses, non-disclosure agreements (“NDAs”) and Data Processing Agreements (“DPAs”), to ensure consistency with applicable legal and regulatory requirements.
• To collaborate with designated process owners in the completion of Privacy Impact Assessments (“PIAs”) and Personal Data Processing (PDP) risk assessments, and to provide guidance on privacy by design and by default principles, including the identification, mitigation, and remediation of privacy risks.
• To ensure that all requests, enquiries, and complaints from data subjects are managed and responded to within prescribed timelines, in compliance with applicable legal and regulatory requirements.
• To interface with data subjects, as required, to provide transparent information regarding the processing of their personal data, including their rights (such as access, correction, and erasure), and the safeguards implemented by the organisation to protect such data.
• To support and advise on data protection compliance audits and impact assessments, including determining when such assessments are required, the appropriate methodologies to be applied, the adequacy of safeguards implemented, and whether the outcomes of such assessments are compliant with applicable data protection laws.
• To work in coordination with Information Technology and relevant stakeholders to maintain and update a comprehensive register of processing activities (“ROPA”), providing an accurate and current record of all personal data processing activities undertaken by the organisation.
• To escalate to the Data Protection Officer on any data breaches and immediate remediations actions.

Sanctions Compliance

• To conduct sanctions due diligence and review in respect of counterparties, vessels, and dual-use goods, and to escalate identified risks or potential breaches in coordination with the Head of Risk and Compliance, Legal, and other relevant stakeholders.
• To review and provide advice on contractual provisions relating to sanctions compliance, ensuring alignment with applicable laws, regulations, and internal policies.
• To monitor and assess regulatory developments in relation to sanctions and export controls, and to support gap analyses, internal audits, and remediation initiatives to address new or evolving compliance requirements.

Enterprise Risk Management

• Maintain Corporate Risk Register, including risk identification, assessment and mitigation tracking and reporting
• Coordinate risk reporting cycles and preparation of material & meeting minutes for quarterly Risk Committee meetings.

Crisis Management

• Make every effort to be aware of and understand your role in the event of a crisis.
• Make every effort to attend any relevant training, simulations and or meetings relating to Crisis Management
• Perform your role as best as possible in a calm and collaborative manner in line with the relevant policy and procedures in the event of a Crisis
• Provide input and feedback towards the ongoing improvement of the Crisis Management framework and procedure.

Key Qualifications & Skills (What knowledge will ensure success in the role?)

Technical Skills

• Above 5 years of experience in Data Privacy, Sanctions Compliance, Enterprise Risk Management, or related disciplines
• Bachelor’s degree in law, Business or any related discipline; professional certification such as Certified Information Privacy Manager (CIPM) or Certified Information Privacy Professional/ Europe (CIPP/E) will be advantageous
• Clear understanding of data protection laws, privacy & Sanctions compliance requirements especially in cross border environments
• Familiarity with compliance monitoring, internal controls and regulatory frameworks

Professional Skills

• Strong analytical and problem-solving skills
• Good organisational and coordination capabilities
• Effective communication skills with ability to engage cross-functionally
• Ability to manage multiple priorities in a dynamic operational environment
• Demonstrates integrity, professionalism and attention to detail

Role Purpose (Why do we need this role?)

The role will report to the Head of Rewards and provide support across the full spectrum of core rewards delivery, primarily managing organizational data for annual activities, tracking of costs & routine renewals (“doing”) and enabling process solutions for Rewards programmes (“thinking”).

Role Accountabilities (What is this role responsible for delivering?)

Compensation Management

• Support annual rewards cycle for all regions, including efficient extraction of survey numbers for annual benchmarking, formulation of processes for data checking (pre-exercise data quality scrubs) and managing data/ spreadsheet processes relating to performance calibration, increment and bonuses across 18 operating locations. This includes close collaboration and independently briefing People Business Partners regularly, on what needs to be done and in-exercise troubleshooting.
• Independently complete and submit market salary surveys and manage relations with multiple external survey vendors, especially with regards to annual submission data validation, release of annual surveys, billing and technical updates.
• Assist in monitoring of market trends and support market compensation analysis, job evaluation related tasks such as position mapping, evaluation, and slotting.
• Support internal rewards project initiatives such as job levelling exercise, compensation diagnostics, grade structure review, etc.

Benefits Management

• Create and maintain global Benefits inventory
• Participate in external vendor surveys and manage relations with external survey vendors on insurance renewals. To conduct extraction of benchmark data for benefit re-designs.
• Support the roll out of SG benefit initiatives, ensuring governance conditions met (e.g. bill checks/ eligibility checks process defined) through close collaboration with PBPs. Provide overview of benefits enrolment process managed through SDC, stepping in for supporting escalations in user and billing issues.
• Design and deploy solutions to facilitate quicker response/ tracking and reduce any need for manual intervention for Rewards programmes (Power BI, MS Approvals).
• Assist and draft administrative procedures and communication materials related to SG benefits
• Enabling staff comms in various sites through Intranet page planning

Global Mobility

• Support the annual review of local-plus related allowances (e.g. children’s education allowance, housing allowance, leave passage allowance, etc.), and COLA review for full-expatriates
• Design mechanisms to support Traveller Safety Management framework, especially in the area of hotspot alerts and ISOS guidance (in case of Special Caution and Warnings).

Key Qualifications & Skills (What knowledge will ensure success in the role?)

Qualifications

• A Bachelor's degree, preferably majoring in Human Resources, Business Administration, Finance or equivalent

Technical Skills

• 2 – 3 years’ experience in HR, with hands on experience in Compensation & Benefits with a regional scope involving salary & benefits benchmarking and analytics.
• Good understanding and exposure to annual compensation cycle, compensation system, incentive plans, reward governance, benefits topics and regulatory requirements
• Strong conceptual and analytical skills and is excellent in MS office applications, especially Power BI/ Automate and Excel
• Details oriented and meticulous with a high level of integrity to ensure accuracy in the development of reward proposals and analytical work
• Excellent interpersonal and communication skills (verbal and written)
• Experience in Mercer IPE Methodology would be an advantage
• Experience in Success Factors/HRIS/ Data Analytics would be an advantage

By submitting your CV, you are deemed to have agreed and consent to the collection, use and/or disclosure of your personal data to the Company for the purposes of recruitment and employment only in accordance with the Company's Recruitment Data Privacy Policy on our website.

Swire Shipping is committed to ensuring equal equitable access and participation for persons who experience disability. SSL is committed to treating persons with disability in a way that allows them to maintain their dignity and independence. Reasonable adjustments can be made upon request based on understanding of those accommodations.

Across Swire Shipping, we seek to create a supportive and inclusive environment that embraces individuality and recognise the benefits that these differences make. We do this by ensuring that all individuals are treated with respect and understanding and actively promote Equal Employment Opportunity (EEO) and do not tolerate discrimination, harassment, bullying, retaliation or intimidation of any kind. We are committed to driving the strategy, policies and accountability to build and sustain a diverse global workforce, through equitable processes and systems where everyone can contribute their very best.

Role Purpose

Reporting to the Head, Talent & Development. This role is a member of the HR Team of Swire Shipping. This role will play a critical role in designing and implementing learning & development programs and interventions for our leadership teams, talents and organization’s fundamental programs. The role will provide instructional design, content sourcing/curation, conducting training, workshop facilitations, program management and promoting learning culture for Swire Shipping. This role will be highly exposed to Talent Management programs and initiatives in the Company.

The Talent Development Manager will engage closely with Chief People Officer, People Business Partners, COEs leaders and internal/external facilitators to establish and implement talent development solutions.

Role Accountabilities

Learning & Development

• Co-design and implement the Swire shipping talent development roadmap, content and delivery methods through proactive learning needs analysis and regular engagement with leadership, key stakeholders and HR to ensure strategic alignment in talent capabilities development
• Develop and implement metrics and monitoring plans to evaluate and demonstrate the impact of training on improving talent capabilities and performance
• Develop and promote a learning culture leveraging on technology, e-learning & social media platforms.
• Apply adult learning principles and creativity to design, develop and deliver highly engaging training/workshops through different modality: ILT, virtual-ILT, e-Learning, content curation
• Lead and provide input into annual plan and budget based on talent development needs
• Manage training resources and external vendor relationships to ensure effective design and implementation of training solutions within allocated budget
• Lead the management of Learning Management System (LMS) and e-learning content platform.

Talent Analytics

• Talent profile and learning data analysis and reporting of Talent Capabilities & Development effectiveness
• Data analysis, visualization and storytelling to influence change in processes, programs and way of working
• Support and monitor Individual Development Plan of Hi-Potential and Senior Leaders

Talent Management

• Support other talent management activities, including Talent Review, Talent Engagement, Succession Planning

Employee Experience

• Apply Design Thinking concept to design employee experience from pre-boarding to off-boarding
• Design and implement new hire assimilation program for company’s key and critical roles’ on-boarding
• Design new hire orientation on-boarding and engagement program
• Partner with respective stakeholders to adopt and localize employee experience-related program

Program Management

• Project manage Talent Development program from design to pilot to production
• Event manage of key Leadership & Talent Development initiatives
• Develop and execute all change management efforts partnering with key stakeholders, HRBPs and other resources as needed

Key Qualifications & Skills

• Bachelor’s Degree in Training & Development, Human Resources Development, or related discipline preferred
• 5 - 8 years’ experience in Learning & Development, Talent, Organization Development
• At least 3 years’ experience in facilitation and delivering training with participants size ranging from 12 to 50 participants in person and up to 50 virtually
• Coaching and/or assessment certification (ICF, Association of Coaching, MBTI, FIRO-B, SHL, etc)
• End-to-end Learning & Development Program Management including from Learning Needs Analysis to Program Effectiveness measurement
• Ability to analyze and use data-storytelling to engage stakeholders
• Working knowledge for Korn Ferry Leadership Architect or functional competencies development will be a plus
• Ability to manage Learning Management System and E-learning content platform
• Exposure to Talent Management will be a plus.

By submitting your CV, you are deemed to have agreed and consent to the collection, use and/or disclosure of your personal data to the Company for the purposes of recruitment and employment only in accordance with the Company's Recruitment Data Privacy Policy on our website.

Swire Shipping is committed to ensuring equal equitable access and participation for persons who experience disability. SSL is committed to treating persons with disability in a way that allows them to maintain their dignity and independence. Reasonable adjustments can be made upon request based on understanding of those accommodations.

Across Swire Shipping, we seek to create a supportive and inclusive environment that embraces individuality and recognise the benefits that these differences make. We do this by ensuring that all individuals are treated with respect and understanding and actively promote Equal Employment Opportunity (EEO) and do not tolerate discrimination, harassment, bullying, retaliation or intimidation of any kind. We are committed to driving the strategy, policies and accountability to build and sustain a diverse global workforce, through equitable processes and systems where everyone can contribute their very best.

Role Purpose (Why do we need this role?)

The Process & Performance Manager – Product & Operations drives measurable improvements in reliability, cost-to-serve, and execution consistency across service design, demand and capacity, and equipment and operational readiness.

The role works across Trade, Network, Operations, and Logistics to tighten decision points, change control, and cross-functional handovers so operational reality feeds back into customer promise and profitability truth.

Role Accountabilities (What is this role responsible for delivering?)

Future-Back Design and Performance Discipline (Product and Operations)

• Lead future-back design for ways of working, including control points, handovers, data requirements, and measurable success criteria across Trade, Network, and Operations.
• Establish performance routines that convert signals into action and sustained outcomes (for example: reliability, schedule change impacts, ETA quality, exceptions, recovery actions, and cost drivers).
• Simplify handovers and tighten change control so execution is stable, ownership is unambiguous, and downstream commercial and customer impacts are minimised.

Domain Ownership and Improvement Roadmap

• Own the domain improvement roadmap, translating business priorities into a sequenced set of outcomes, deliverables, and measurable benefits.
• Define and maintain the domain’s key decision objects and operating rules, so teams know what “good” looks like and can execute consistently.
• Prioritise improvements that remove avoidable handovers, rework, and failure demand across interfaces, and that make execution easier to run at scale.
• Decision objects span service change control and recovery, schedule governance, ETA and visibility standards, cut-off management, transhipment exceptions, demand and allocation rules, and equipment readiness controls.
• Interfaces include Trade, Network, Operations and Logistics, equipment management, ports/agencies, and Technology.

Execution Discipline and Performance Drivers

• Target the execution breakdowns and performance drivers that materially affect service reliability, customer outcomes, cost-to-serve, and profitability (for example: disruption and recovery impacts, exceptions, rework loops, avoidable escalations, and operational cost drivers).
• Strengthen “readiness” discipline at key control points (for example: cut-offs, approvals, data completeness, handover quality) where it drives downstream delay, rework, customer dissatisfaction, or leakage.
• Improve how teams measure and respond to performance signals, building consistent routines that prevent repeat issues and sustain improvements in BAU.

Cross-Functional Delivery and Adoption

• Partner with Trade, Network, and Operations leaders to strengthen product governance cadence (design, review, enhancement) and the governance of service changes.
• Strengthen decision discipline across Trade, Network, and Operations so product changes, recovery actions, and exceptions are owned, controlled, and executed consistently.
• Define handovers and change control between planning and execution, covering schedule changes, transhipment risk, ETA quality, and how decisions are communicated and acted on.
• Strengthen demand and allocation execution and equipment readiness across interfaces, including how constraints are surfaced, who makes trade-offs, and how decisions translate into operational actions.
• Where operational decisions materially impact customer commitments or economics, make the interface to Commercial explicit (what changes, who is informed, what customers are told, and what downstream actions are triggered).
• Support pilots and stabilisation routines for changes that affect multiple teams or locations, and ensure BAU embedment through clear controls, training, and performance routines.

Performance Governance and Benefits

• Define the KPIs, dashboards, and performance routines needed to run the domain with discipline, turning signals into actions and closure (for example: cycle time, backlog, exceptions, rework, cost drivers, customer feedback, digital adoption).
• Set clear measures and leading indicators, and track benefits with an evidence base that supports prioritisation, trade-offs, and decision-making.
• Maintain transparency on where performance is breaking (people, process, system, policy), drive cross-owner closure, and partner with Technology to shape implementable enhancements that improve visibility and reduce manual work.

Digital Enablement and Operating Model Readiness

• Drive process readiness for increased digital transactions and system-enabled workflows, including clear fallbacks, exception handling, and change control where relevant.
• Partner with Technology to shape implementable workflow enhancements that improve visibility, reduce manual handling, and strengthen control (for example: workflow automation, exception queues, cut-off management, schedule updates, integration enablement).
• Define digital-ready work distribution between frontline and the Swire Digital Centre (SDC), including how online and integration-based transactions (EDI/API) change task ownership, exception handling, fallbacks, and service coverage requirements.

Process Mapping and Documentation Service Model

• The Process and Performance Manager owns design intent and remains accountable for the correctness and usability of process artefacts, so they work for adoption, training, and operational control.
• SDC Process Improvement Services produces the standardised artefacts (process maps, SOPs, work instructions, training packs) based on the approved design intent and decision logic, and manages formal production and version control.

Safety

• Take responsibility for the safety of myself and those around me by displaying safety leadership principles (i.e. Safety I’s & Accountability ladder).
• Challenging and stopping unsafe acts and behaviours or unsafe conditions.
• Comply with the Global Safety Standards, Polices and Operating Procedures.

Key Qualifications & Skills (What knowledge will ensure success in the role?)

Qualifications

• Bachelor’s degree in Business, Engineering, Logistics, Supply Chain, Finance, Analytics, or a related discipline; postgraduate qualification is an advantage.
• Lean Six Sigma certification preferred (Green Belt minimum; Black Belt an advantage).
• Training or certification in change management, programme/project delivery, or equivalent transformation discipline is valued.
• 10 to 15+ years’ experience in process and performance improvement, operational excellence, transformation delivery, or senior operating model roles, ideally in shipping/logistics or other complex B2B service industries.
• Demonstrated measurable improvement in service reliability and cost drivers through disciplined operating rhythms, change control, and cross-functional execution in an asset-intensive environment.

Technical skills

• Future-back process and operating model design: able to define target flow, decision objects, control points, handovers, data requirements, and measurable success criteria that work in practice.
• Performance governance discipline: able to define KPIs, dashboards, and routines that convert signals into actions, closure, and sustained BAU outcomes.
• Strong analytical capability: able to diagnose root causes using operational and financial signals, quantify impact, and prioritise interventions.
• Digital enablement literacy: able to shape practical, system-enabled workflows (including exception handling and change control) and define implementable business requirements with Technology.
• Strong documentation discipline: able to specify design intent clearly so standard artefacts can be produced, adopted, and kept current.
• Strong understanding of service product delivery mechanics: planning to execution handovers, change control, exceptions and recovery routines, and operational drivers including schedule integrity, ETA discipline, transhipment risk, and cut-off management.
• Ability to link operational events to customer outcomes and economics and to drive cross-owner closure using performance routines and evidence.

Professional skills

• Senior stakeholder management: able to influence without authority, align cross-functional teams, and hold the line on standards calmly.
• Strong facilitation and negotiation: closes decisions, resolves trade-offs, and avoids governance becoming bureaucracy.
• Clear and credible communicator: produces decision-ready recommendations backed by evidence and communicates operational truths in business language.
• Change leadership with sustainment bias: designs for adoption, stabilises changes, and embeds routines and controls into BAU.
• Sound judgement and resilience in high-interruption environments, maintaining discipline on priorities and outcomes.

Role Purpose (Why do we need this role?)

The Process & Performance Manager – Sales & Service strengthens end-to-end commercial execution across Sales, account management, customer success/service, shared services, and the pricing interface by defining the decision rules, handovers, and operating discipline that make the customer promise executable at scale.

Working with Commercial leadership, country teams, and the Swire Digital Centre (SDC), the role embeds practical operating rhythms that reduce failure demand, shift more transactions to digital channels, and improve cost-to-serve and speed-to-serve.

Role Accountabilities (What is this role responsible for delivering?)

Future-Back Design and Performance Discipline (Sales and Service)

• Lead future-back design for ways of working, including control points, handovers, data requirements, and measurable success criteria across frontline and SDC.
• Establish performance routines that convert signals into action and sustained outcomes (for example: NPS drivers, backlog and ageing, dispute trends, cycle times, and digital adoption).
• Simplify handovers and tighten decision rules so execution is feasible at scale, exceptions are handled consistently, and customer commitments are protected.

Domain Ownership and Improvement Roadmap

• Own the domain improvement roadmap, translating business priorities into a sequenced set of outcomes, deliverables, and measurable benefits.
• Define and maintain the domain’s key decision objects and operating rules across the commercial lifecycle so teams know what “good” looks like and can execute consistently.
• Prioritise improvements that strengthen conversion, retention, and portfolio outcomes while removing avoidable handovers, rework, and failure demand across frontline, sales support, and SDC.
• Decision objects include: lead and opportunity discipline, quoting and acceptance guardrails, amendments, cut-offs, exception handling, dispute resolution, and SDC triage rules.
• Interfaces typically include: Sales, Customer Success/Service, Sales Support (where relevant), Market/Pricing, SDC, and supporting functions (Finance and Claims where relevant).

Execution Discipline and Performance Drivers

• Target the execution breakdowns and performance drivers that materially affect customer outcomes, cost-to-serve, and profitability (for example: rework loops, exceptions, avoidable escalations, credits and disputes, and disruption and recovery impacts).
• Strengthen readiness discipline at key control points (for example: cut-offs, approvals, data completeness, and handover quality) where it drives downstream delay, rework, customer dissatisfaction, or commercial leakage.
• Improve how teams measure and respond to performance signals by embedding consistent routines that prevent repeat issues and sustain improvements in BAU.

Cross-Functional Delivery and Adoption

• Partner with Commercial leadership, country teams, and SDC to translate the target operating model into practical day-to-day execution, without creating bureaucracy.
• Embed consistent account management and opportunity rhythms (pipeline hygiene, account planning, handover discipline, and follow-through), aligned to customer success and service execution.
• Clarify what work should sit with frontline versus shift to SDC, including triage rules, exception routing, service coverage expectations, and stabilisation plans as transitions occur.
• Make the Market (pricing) interface operationally practical, with clear guardrails, approval flows, turnaround expectations, and exception pathways that avoid friction and delay.
• Partner with Trade/Capacity to align customer promise execution with allocation and service constraints, and to tighten how exceptions are handled when trade-offs are required.
• Support pilots and stabilisation routines for changes that affect multiple teams or locations, and ensure BAU embedment through clear controls, training, and performance routines.

Performance Governance and Benefits

• Define the KPIs, dashboards, and performance routines needed to run the domain with discipline, turning signals into actions and closure (for example: cycle time, backlog, exceptions, rework, cost drivers, customer feedback, digital adoption).
• Set clear measures and leading indicators, and track benefits with an evidence base that supports prioritisation, trade-offs, and decision-making.
• Maintain transparency on where performance is breaking (people, process, system, policy), drive cross-owner closure, and partner with Technology to shape implementable enhancements that improve visibility and reduce manual work.

Digital Enablement and Operating Model Readiness

• Drive process readiness for increased digital transactions and system-enabled workflows, including clear fallbacks, exception handling, and change control where relevant.
• Partner with Technology to shape implementable workflow enhancements that improve visibility, reduce manual handling, and strengthen control (for example: workflow automation, exception queues, cut-off management, schedule updates, integration enablement).
• Define digital-ready work distribution between frontline and SDC, including how online and integration-based transactions (EDI/API) change task ownership, exception handling, fallbacks, and service coverage requirements.

Process Mapping and Documentation Service Model

• The Process and Performance Manager owns design intent and remains accountable for the correctness and usability of process artefacts, so they work for adoption, training, and operational control.
• SDC Process Improvement Services produces the standardised artefacts (process maps, SOPs, work instructions, training packs) based on the approved design intent and decision logic, and manages formal production and version control.
• Documentation work is prioritised through the BE governance cadence to keep artefacts current and to avoid documentation becoming an administrative exercise.

Safety

• Take responsibility for the safety of myself and those around me by displaying safety leadership principles (i.e. Safety I’s & Accountability ladder).
• Challenging and stopping unsafe acts and behaviours or unsafe conditions.

By submitting your CV, you are deemed to have agreed and consent to the collection, use and/or disclosure of your personal data to the Company for the purposes of recruitment and employment only in accordance with the Company's Recruitment Data Privacy Policy on our website.

Swire Shipping is committed to ensuring equal equitable access and participation for persons who experience disability. SSL is committed to treating persons with disability in a way that allows them to maintain their dignity and independence. Reasonable adjustments can be made upon request based on understanding of those accommodations.

Across Swire Shipping, we seek to create a supportive and inclusive environment that embraces individuality and recognise the benefits that these differences make. We do this by ensuring that all individuals are treated with respect and understanding and actively promote Equal Employment Opportunity (EEO) and do not tolerate discrimination, harassment, bullying, retaliation, or intimidation of any kind. We are committed to driving the strategy, policies, and accountability to build and sustain a diverse global workforce, through equitable processes and systems where everyone can contribute their very best.