472 Chief Human Resources Officer jobs in Singapore

Overview
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.
Responsibilities
Lead the design and implementation of HR initiatives that align with the NGO’s purpose and long-term objectives.
Attract and retain top talent, develop leadership pipelines, and enhance learning and development programmes to build future capability.
Ensure HR frameworks, policies, and best practices are optimised for Singapore’s evolving landscape.
Champion diversity, equity, and inclusion to create an inclusive and engaged workforce.
Qualifications
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.
Proven ability to develop and execute HR strategies that support large-scale organisational growth and transformation.
Experience in stakeholder engagement at high levels, including Board members, donors, and government agencies.
Expertise in talent development, employee engagement, and organisational design.
Exceptional leadership, strategic thinking, and influencing skills, with a deep passion for social impact and driving meaningful change.
Opportunity and How to Apply
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
Reminders
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
Managing Director, Head of Asia - Global HR Executive Search at Frazer Jones | Angel Investor | ex-PwC
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.
Seniority level
Director
Employment type
Full-time
Job function
Human Resources
Non-profit Organizations
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About the Company
A regional investment group headquartered in Singapore with operations across South Asia and ASEAN. The Group’s portfolio includes high-growth businesses in telecommunications, technology, and Fintech - each operating with entrepreneurial independence under a shared strategic vision.
The Role
The Group CHRO will serve as the strategic people leader for the Group, responsible for driving organizational capability, leadership succession, and people transformation across its portfolio. As a trusted advisor to the Group CEO and Board, the CHRO will shape the Group’s human capital strategy, align HR frameworks with growth ambitions, and lead integration and cultural alignment across multiple businesses and geographies.
Key Responsibilities
Design and implement the Group’s human capital strategy aligned with business goals and investment priorities.
Partner with the Group CEO and portfolio leadership on organization design, talent strategy, and succession planning.
Lead executive recruitment, leadership development, and performance management initiatives.
Oversee compensation governance, rewards strategy, and incentive frameworks.
Drive HR due diligence and people integration for M&A and new ventures.
Build a high-performing HR function, driving digital enablement and operational excellence.
Promote leadership culture, employee engagement, and organizational resilience.
Qualifications & Experience
15–20 years of progressive HR leadership, including regional or Group-level exposure.
Proven experience leading HR strategy across multi-country operations.
Strong business acumen with exposure to technology or investment-driven environments.
Advanced degree or MBA preferred; professional HR certification advantageous.
Exceptional communication, influence, and stakeholder management skills.
Demonstrated ability to operate in fast-paced, transformation-driven organizations.
What We Offer
A platform to lead people transformation in a growing regional investment ecosystem.
Direct collaboration with Group leadership and portfolio CEOs.
Opportunity to shape organization culture and leadership excellence across emerging markets.
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Group Chief Human Resources Officer (CHRO)
A regional investment group headquartered in Singapore with operations across South Asia and ASEAN. The Group’s portfolio includes high-growth businesses in telecommunications, technology, and Fintech - each operating with entrepreneurial independence under a shared strategic vision.
The Role
- The Group CHRO will serve as the strategic people leader for the Group, responsible for driving organizational capability, leadership succession, and people transformation across its portfolio. As a trusted advisor to the Group CEO and Board, the CHRO will shape the Group’s human capital strategy, align HR frameworks with growth ambitions, and lead integration and cultural alignment across multiple businesses and geographies.
Key Responsibilities
Design and implement the Group’s human capital strategy aligned with business goals and investment priorities.
Partner with the Group CEO and portfolio leadership on organization design, talent strategy, and succession planning.
Lead executive recruitment, leadership development, and performance management initiatives.
Oversee compensation governance, rewards strategy, and incentive frameworks.
Drive HR due diligence and people integration for M&A and new ventures.
Build a high-performing HR function, driving digital enablement and operational excellence.
Promote leadership culture, employee engagement, and organizational resilience.
Qualifications & Experience
15–20 years of progressive HR leadership, including regional or Group-level exposure.
Proven experience leading HR strategy across multi-country operations.
Strong business acumen with exposure to technology or investment-driven environments.
Advanced degree or MBA preferred; professional HR certification advantageous.
Exceptional communication, influence, and stakeholder management skills.
Demonstrated ability to operate in fast-paced, transformation-driven organizations.
What We Offer
A platform to lead people transformation in a growing regional investment ecosystem.
Direct collaboration with Group leadership and portfolio CEOs.
Opportunity to shape organization culture and leadership excellence across emerging markets.
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We are seeking an experienced and dedicated Executive to lead our team. As an Executive, you will oversee the day-to-day activities, manage staff meetings, provide official documents, and maintain appointment records.

You will also be responsible for organizing office operations and procedures, ensuring exceptional organizational skills and dedication to work.

• Recruit, interview, select, hire, and employ employees with HR assistance.
• Provide oversight and direction to employees in accordance with organization policies and procedures.
• Maintain health and safety standards for the workforce.
• Cultivate a superior workforce through development and growth initiatives.
• Develop departmental goals and strategies aligned with business objectives.
• Foster an employee-oriented company culture emphasizing quality, continuous improvement, key employee retention, and high performance.
• Cultivate ongoing self-development and personal growth as an employee.
• Coach, mentor, and develop staff through onboarding and career planning.
• Empower employees to take responsibility for their jobs and goals, delegate tasks, and expect accountability and regular feedback.
• Create a workplace culture consistent with the overall organization's mission, vision, guiding principles, and values.
• Lead employees using a performance management process that provides context for employee contribution and includes goal setting, feedback, and performance development planning.
• Ensure productivity, quality, continuous improvement, and goal accomplishment within the organization.
• Provide effective performance feedback through recognition, rewards, and disciplinary action, when necessary.
• Maintain employee work schedules, including job rotation, training, vacations, paid time off, telecommuting, cover for absenteeism, and overtime scheduling.
• Maintain transparent communication by sharing organization information through meetings, email, IM, and interpersonal communication.
• Plan and implement systems to efficiently perform work and fulfill departmental goals.
• Allocate resources to effectively staff and accomplish work to meet productivity and quality goals.
• Evaluate and improve the efficiency of business processes and procedures to enhance speed, quality, efficiency, and output.
• Prepare and maintain reports necessary to carry out departmental functions, track strategic goal accomplishment, and communicate with other managers and executives.

We are seeking a highly organized and detail-oriented Executive Leadership Assistant to support our leadership team.

• Scheduling and Calendar Management: Coordinate and maintain executive calendars, scheduling appointments, meetings, and travel arrangements.
• Administrative Support: Handle emails, phone calls, and correspondence. Provide administrative assistance with office supplies and equipment maintenance tasks.
• Billing and Job Opening/Amendment:
• Provide project-related administration services to teams (job opening/amendment, billings)
• Process job opening/amendment and billings in SAP
• Offer guidance on related processes and policies
• Liaise with departments (AR, AP) for project-related administration issues
• Meeting Support: Schedule meetings and ensure smooth logistics.
• Event Planning: Coordinate and organize events

• Basic MS Office Skills: Proficient in MS Excel, MS Word, and MS PowerPoint
• SAP Knowledge: Advantageous to have knowledge of SAP
• Communication Skills: Able to communicate professionally (spoken and written)
• Teamwork and Problem-Solving: Able to work independently and as part of a team. Possess problem-solving skills and attention to detail

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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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.
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:
Our PRIME Values
GIC is a values driven organization. GIC’s PRIME Values act as our compass, enabling us to fulfil our fundamental purpose and objectives. It is the foundational bedrock which governs our behaviors, our decision making, and our focus. It informs both our long-term strategy as a firm, and the way we relate to our Client, business partners and employees. PRIME stands for Prudence, Respect, Integrity, Merit and Excellence.
Seniority level
Seniority level Mid-Senior level
Employment type
Employment type Full-time
Job function
Job function Training, Human Resources, and Analyst
Industries Investment Management and Financial Services
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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:
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