639 Chief Human Resources Officer jobs in Singapore

Frazer Jones has been exclusively retained by a highly regarded NGO to appoint a transformative Chief Human Resources Officer. Based in Singapore, this pivotal role will report directly to the Chairman and Board, driving an innovative people agenda that strengthens organisational capability, enhances talent strategies, and fosters a mission-driven, high-performing culture.

As a key strategic advisor, the CHRO will lead the design and implementation of HR initiatives that align with the NGO’s purpose and long-term objectives. Working closely with senior leadership, the role will focus on attracting and retaining top talent, developing leadership pipelines, and enhancing learning and development programmes to build future capability. Ensuring HR frameworks, policies, and best practices are optimised for Singapore’s evolving landscape will be critical, alongside championing diversity, equity, and inclusion to create an inclusive and engaged workforce.

The ideal candidate will be a seasoned HR leader with over 20 years of experience in purpose-driven organisations, with a strong understanding of Singapore’s employment landscape and regulatory framework. A proven ability to develop and execute HR strategies that support large-scale organisational growth and transformation is essential. Experience in stakeholder engagement at the highest levels, including Board members, donors, and government agencies, will be highly valued, alongside expertise in talent development, employee engagement, and organisational design. The successful candidate will bring exceptional leadership, strategic thinking, and influencing skills, coupled with a deep passion for social impact and driving meaningful change.

This is an outstanding opportunity to lead HR for an organisation that is making a tangible difference in communities across Singapore. If you are a visionary HR leader looking to apply your expertise in a role that truly matters, we would love to hear from you.

For a confidential discussion, please contact Sean Tong at or Cheryl Siah at

Successful referrals are rewarded – so if you know of any HR leader who is looking for a rewarding and purpose-driven organisation, send them our way!

Note: Only shortlisted candidates who are based in Singapore will be contacted. We apologise for any inconvenience.

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Direct message the job poster from Frazer Jones

Frazer Jones has been exclusively retained by a highly regarded NGO to appoint a transformative Chief Human Resources Officer. Based in Singapore, this pivotal role will report directly to the Chairman and Board, driving an innovative people agenda that strengthens organisational capability, enhances talent strategies, and fosters a mission-driven, high-performing culture.

As a key strategic advisor, the CHRO will lead the design and implementation of HR initiatives that align with the NGO’s purpose and long-term objectives. Working closely with senior leadership, the role will focus on attracting and retaining top talent, developing leadership pipelines, and enhancing learning and development programmes to build future capability. Ensuring HR frameworks, policies, and best practices are optimised for Singapore’s evolving landscape will be critical, alongside championing diversity, equity, and inclusion to create an inclusive and engaged workforce.

The ideal candidate will be a seasoned HR leader with over 20 years of experience in purpose-driven organisations, with a strong understanding of Singapore’s employment landscape and regulatory framework. A proven ability to develop and execute HR strategies that support large-scale organisational growth and transformation is essential. Experience in stakeholder engagement at the highest levels, including Board members, donors, and government agencies, will be highly valued, alongside expertise in talent development, employee engagement, and organisational design. The successful candidate will bring exceptional leadership, strategic thinking, and influencing skills, coupled with a deep passion for social impact and driving meaningful change.

This is an outstanding opportunity to lead HR for an organisation that is making a tangible difference in communities across Singapore. If you are a visionary HR leader looking to apply your expertise in a role that truly matters, we would love to hear from you.

For a confidential discussion, please contact Sean Tong at or Cheryl Siah at

Note: Only shortlisted candidates who are based in Singapore will be contacted. We apologise for any inconvenience.

• Director

• Full-time

• Human Resources
• Non-profit Organizations

We are seeking a skilled and experienced professional to fill the position of Senior Executive at our organization. The ideal candidate will possess excellent leadership skills, strong communication abilities, and a deep understanding of case management principles.

The Senior Executive will be responsible for providing case management support and counseling services to residents and their families. This will involve developing and implementing individualized service plans, conducting regular meetings with team members, and ensuring that the program meets the mission, objectives, and procedures of case management services.

• Develop and implement individualized service plans for residents
• Provide case management support and counseling services to residents and their families
• Conduct regular meetings with team members regarding service delivery and standards
• Ensure that the program meets the mission, objectives, and procedures of case management services

To be successful in this role, you will need to have:

• A degree in social work, psychology, or sociology from a recognized university
• At least 5 years of relevant social work experience, preferably working with offenders, and at least 2 years of supervisory experience
• Registered as an accredited social worker or social service practitioner (an advantage)

This is a full-time position, Monday to Friday, 9am to 6pm. The successful candidate will have access to ongoing training and professional development opportunities.

We are a leading provider of social services and rehabilitation programs. Our mission is to provide high-quality services that meet the needs of our clients and their families.

Senior Executive Overview

• We are seeking a Senior Executive to lead and manage our construction projects.

Key Responsibilities:

Join to apply for the SVP, Executive Leadership Development role at GIC

Join to apply for the SVP, Executive Leadership Development role at GIC

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department

The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
• Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
• Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
• Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
• Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
  
  
  
  

• Contribute to the strategic design of overall executive leadership effectiveness, for example:
• Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
• Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
• Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
  
  
  

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.
  
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Training, Human Resources, and Analyst
• Industries Investment Management and Financial Services

Referrals increase your chances of interviewing at GIC by 2x

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Job Function: Human Resource & Organization Department

Job Type: Permanent

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
  • Assessment : Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
  • Development : Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
  • Appointment : Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
  • Onboarding : Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
• Contribute to the strategic design of overall executive leadership effectiveness, for example:
  • Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
  • Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
  • Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.

What makes you a successful candidate?

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.

Work at the Point of Impact

We need to be forward-looking to attract the right people to help us become the Leading Global Long-term Investor. Join our ambitious, agile, and diverse teams - be empowered to push boundaries and pursue innovative ideas, share your views, and be heard. Be anchored on our PRIME Values: Prudence, Respect, Integrity, Merit and Excellence, which guides us in how we make our day-to-day decisions. We strive to inspire. To make an impact.

Flexibility at GIC

At GIC, our offices are vibrant hubs for ideation, professional growth, and interpersonal connection. At the same time, we believe that flexibility allows us to do our best work and be our best selves. Thus, our teams come into the office four days per week to harness the benefits of in-person collaboration, but have the flexibility to choose which days they work from home and adjust this arrangement as situational needs arise.

GIC is an equal opportunity employer

GIC is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please email at any point of the application or interview process if adjustments need to be made due to a disability.

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Job Function: Human Resource & Organization Department

Job Type: Permanent

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
  • Assessment : Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
  • Development : Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
  • Appointment : Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
  • Onboarding : Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
• Contribute to the strategic design of overall executive leadership effectiveness, for example:
  • Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
  • Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
  • Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.

What makes you a successful candidate?

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.

Work at the Point of Impact

We need to be forward-looking to attract the right people to help us become the Leading Global Long-term Investor. Join our ambitious, agile, and diverse teams - be empowered to push boundaries and pursue innovative ideas, share your views, and be heard. Be anchored on our PRIME Values: Prudence, Respect, Integrity, Merit and Excellence, which guides us in how we make our day-to-day decisions. We strive to inspire. To make an impact.

Flexibility at GIC

At GIC, our offices are vibrant hubs for ideation, professional growth, and interpersonal connection. At the same time, we believe that flexibility allows us to do our best work and be our best selves. Thus, our teams come into the office four days per week to harness the benefits of in-person collaboration, but have the flexibility to choose which days they work from home and adjust this arrangement as situational needs arise.

GIC is an equal opportunity employer

GIC is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.Please email at any point of the application or interview process if adjustments need to be made due to a disability.

Learn More

Learn more about our Human Resource & Organization Department here:

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department

The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
• Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
• Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
• Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
• Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
  
  
  
  

• Contribute to the strategic design of overall executive leadership effectiveness, for example:
• Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
• Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
• Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
  
  
  

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.