1,082 Head Of Hr jobs in Singapore

Head, HR Information Systems
The Edge Partnership Singapore
Our client, a well-established Singapore-headquartered organisation and a recognised leader in its sector, is seeking an experienced HRIS professional to lead their HR technology function.
This is an exciting opportunity to join a forward-looking HR team and play a pivotal role in shaping and delivering the organisation’s HR digital transformation journey. As the Head of HR Information Systems, you will lead a team responsible for providing high-quality, secure, and scalable HR technology solutions that support business growth and operational excellence. You will drive optimisation across HR systems, ensure compliance and data integrity, and empower data-driven decision-making through robust analytics and reporting capabilities.
Responsibilities
Oversee end-to-end lifecycle management of Workday HCM modules and ensure smooth system configuration, integrations, release management, user acceptance testing, and issue resolution
Oversee day-to-day HRIS operations including the management of incidents, service requests, and change requests from internal stakeholders
Collaborate with HR Centres of Excellence (COEs) and HR Business Partners to streamline HR processes across different entities
Oversee the development of HR dashboards, ad hoc reports, and statutory reporting ensuring data accuracy, integrity, and confidentiality, while enabling data-driven decision-making for HR and management
Qualifications and experience
Degree qualified with 10–12 years of progressive HRIS experience, with a minimum of 5 years in a leadership role with prior experience with Workday HCM
Workday Pro HCM Certification or equivalent Workday functional certifications are highly desirable
Solid understanding of local labour laws and legislations
Experience in driving process improvement and change initiatives
Good organizational skills with the ability to multi-task to manage multiple projects while maintaining a close attention to detail
Excellent stakeholder management skills and the ability to influence at the senior level
Please contact Carol Poh by emailing your CV directly in Word format with job reference no. JOB-15684 to
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Are you an experienced HR leader passionate about building strong teams and driving people strategies? Our client, a leading player in the Logistics industry, is seeking a Head of HR / HR Manager to lead their Human Resources function and partner closely with management to support their growing business.

Key Responsibilities

• Oversee the full spectrum of HR functions including Recruitment, Talent Management, Compensation & Benefits, Employee Relations, and HR Operations.
• Develop and execute HR strategies that align with business objectives.
• Lead recruitment and workforce planning to ensure timely hiring of the right talent.
• Provide guidance to management on HR policies, labor law compliance, and best practices.
• Drive employee engagement, performance management, and succession planning.
• Implement and improve HR processes, systems, and policies to support organizational growth.
• Manage and mentor the HR team to deliver high-quality HR support across the company.

• Degree in Human Resource Management, Business Administration, or related field.
• Minimum 5 years of progressive HR experience, preferably in the Logistics, Supply Chain, or related industry.
• Proven leadership skills with experience in managing recruitment and overall HR operations.
• Strong knowledge of employment law, HR policies, and HR best practices in Singapore.
• Excellent interpersonal, communication, and stakeholder management skills.
• Strategic thinker with hands-on approach to problem-solving and implementation.

• Opportunity to take ownership of the HR function in a fast-growing logistics company.
• Collaborative and supportive work environment.
• Competitive salary package with performance-based incentives.

Head of HR

Build Culture. Shape Growth. Lead with Purpose.

We're at a defining moment in our company's journey — where rapid growth meets the need for intentional culture, clarity, and capability. As our Head of HR, you won't just manage people operations — you'll design the foundation for how we scale with purpose, performance, and heart.

This is a high-impact leadership role for someone who thrives on building from within: systems, teams, and culture. You'll work directly with our CEO and leadership team to co-create a workplace where people do their best work — and grow because of it.

If you're energized by culture architecture, organisational design, and talent strategy — and you're ready to shape the future of a company in growth mode — this role is for you.

Talent Acquisition & Employer Branding

Lead the charge on attracting top talent who align with our values. Ensure hiring is high-quality and scalable, while building our presence as an employer of choice through bold, strategic branding initiatives.

Culture Architecture & Organisational Design

Embed our values into the DNA of the company. Identify cultural gaps, redesign outdated systems, and lead the way in creating a healthy, high-performing organisation where culture isn't just a buzzword — it's a competitive advantage.

Strategic Workforce Planning

Partner with department heads to map out the capabilities we need to win — today and tomorrow. Structure teams for agility, growth, and impact.

Learning & Development

Design growth pathways that elevate every team member. Foster a culture of continuous learning and leadership development, with measurable outcomes.

Compensation & Benefits Strategy

Craft clear, values-aligned comp structures and benefits that build trust, reward excellence, and reflect our commitment to transparency and fairness.

Performance & Succession Management

Refine systems that promote both accountability and growth. Identify and nurture high-potential talent to prepare for the leadership needs of tomorrow.

Engagement & Retention

Turn feedback into action. Lead initiatives that improve employee morale, strengthen belonging, and make this a place where great people choose to stay and grow.

• 5–10 years of HR experience, with at least 5 years in a strategic or leadership role
• Deep expertise in talent acquisition, organisational culture, or both
• A track record of building people strategies that scale
• Experience managing HR functions in a company of 100+ employees
• A bias toward action, a builder's mindset, and the ability to turn vision into systems that work

• You'll shape the culture and structure of a company in growth mode
• You'll work directly with the CEO and leadership team on strategic initiatives
• You'll have the autonomy to build — and the support to scale
• Most importantly, you'll make a real, lasting impact on how people thrive here

If you're looking for a role where your work will truly matter — not just to HR, but to the heart of the business — we'd love to meet you.

This is a two-phase leadership role designed to stabilise, transform, and future-proof the people function of Security & Risk Solutions. In the first phase, the Head of HR will focus on practical reform – rebuilding governance, compliance, structure, and employee confidence across all HR touchpoints. Once operational stability is achieved, the role will expand into a more corporate-strategic focus: leading digital transformation, workforce analytics, and long-term leadership and talent development to support the company's growth agenda.

The Head of HR drives both the strategic and operational transformation of the company's people function — building structure, compliance, and culture across a complex, fast-paced environment. This role requires a balance of strategic vision, operational discipline, and strong leadership to restore HR's authority and credibility while fostering trust and collaboration across the organisation.

• Champion a culture of respect, accountability, and collaboration between Operations and Support Office teams.
• Act as a firm yet empathetic voice for HR in all strategic and operational forums.
• Mentor and develop HR team members to build confidence, consistency, and professionalism in delivery.
• Rebuild trust across the organisation by modelling transparency, fairness, and integrity in people practices.

• Oversee all core HR functions — recruitment, onboarding, payroll, performance management, and employee relations — ensuring accuracy, timeliness, and compliance.
• Strengthen HR processes, policies, and documentation to close compliance gaps (e.g., MOM, CPF, and Employment Act).
• Resolve employee relations and disciplinary matters with balance — protecting company interests while upholding fairness.
• Partner closely with Operations Managers to align manpower deployment, rostering, and remuneration practices with legal and ethical standards.

• Use data-driven insights (HRMS dashboards, attrition analytics, headcount trends) to support strategic manpower planning.
• Translate workforce metrics into practical recommendations for leadership.
• Integrate digital systems (HRMS, LMS) to enhance visibility, compliance, and efficiency in workforce management.

• Conduct comprehensive HR gap analyses to identify deficiencies in current processes, systems, and compliance frameworks.
• Design and institutionalise HR policies, SOPs, and employee handbooks aligned with Singapore labour laws and company standards.
• Develop a structured HR governance framework to ensure accountability, transparency, and consistent execution across all departments.
• Oversee compensation and benefits frameworks, ensuring internal equity, market competitiveness, and financial discipline in partnership with Finance.
• Establish regular reviews of HR policies to reflect changes in legislation, business direction, and workforce needs.

• Establish and lead a hybrid recruitment framework where Operations handles sourcing and HR governs selection, compliance, and onboarding.
• Build structured recruitment workflows and digital dashboards to ensure transparency, documentation accuracy, and hiring-quality tracking.
• Conduct periodic analysis of recruitment sources and retention performance to identify improvement areas.
• Introduce automation and mobile-enabled tools to streamline candidate management, pre-screening, and PLRD compliance checks.
• Develop guard retention and referral programmes to reduce dependency on ad-hoc sourcing and improve workforce stability.

• Oversee the administration and governance of payroll, incentives, and allowances to ensure consistency and compliance.
• Conduct benchmarking and review of total rewards frameworks to maintain competitiveness and internal equity.
• Work closely with Finance to align compensation strategy with financial goals and audit requirements.

• Lead initiatives that strengthen employee engagement, recognition, and sense of belonging.
• Partner with Operations and leadership to improve communication, inclusion, and workplace morale.
• Implement structured feedback mechanisms and employee pulse surveys to track engagement and identify areas for improvement.
• Foster a culture of trust, fairness, and accountability through proactive communication and transparent HR practices.

• Serve as a trusted advisor to C-suite and senior leadership on workforce structure, employee morale, and change readiness.
• Lead HR transformation initiatives in line with digital and organisational growth priorities.
• Manage union and government relations with tact and professionalism.

• People Leadership & Team Development – Builds, motivates, and strengthens the HR team's capability.
• Resilience & Conflict Management – Maintains composure under pressure and manages difficult stakeholders diplomatically.
• Compliance & Ethical Governance – Ensures HR operations are lawful, transparent, and equitable.
• Strategic Agility – Connects HR initiatives with business direction and operational realities.
• Data & Digital Fluency – Comfortable using HRMS, LMS, and analytics tools to guide decision-making.
• Cultural Influence – Shapes behaviours and norms through communication, coaching, and leading by example.
• Execution Discipline – Balances strategy with hands-on execution to deliver measurable outcomes.

• Degree in Human Resource Management or related field (postgraduate qualification preferred).
• Minimum 8–10 years of progressive HR experience, with at least 3 years in a leadership capacity.
• Experience in labour-intensive or operations-driven industries (security, logistics, facilities, or similar).
• Proven track record in managing difficult stakeholders and rebuilding team cohesion.
• Familiar with MOM regulations, CPF, and labour relations frameworks.
• Certification in Change Management, WSQ HR Business Partnering, or Digital HR Transformation preferred.

• Stabilised HR operations and reduced attrition within the HR team.
• Improved collaboration between Operations and Support Office functions.
• Documented, compliant HR processes and clear governance frameworks.
• Strengthened HRMS adoption and accurate workforce reporting.
• Recognised credibility of HR as a trusted and respected business partner.

Feel free to submit your resume and cover letter to the email below:

Overview
A well funded start up organisation is currently recruiting for a Head of HR to set up and develop the HR function across a group of companies. This is an exciting opportunity to join a growing company.
Responsibilities
Lead and develop the HR function for the business, serving as a strategic HR Business Partner to the leadership team and the companies in the group.
Design and implement HR strategies, policies and procedures to assist the company to grow while remaining compliant.
Collaborate with leadership on staffing, talent recruitment, retention, and development aligned with organizational goals.
Lead on cultural initiatives, and Diversity & Inclusion programs.
Analyse and propose competitive compensation and benefits schemes to attract and retain the best talent in the market.
The Team
Reporting to the CEO, you will hire and develop the HR team.
Skills & Experience
The successful candidate will be degree educated with 10+ years of HR experience, including a leadership role in a high-growth environment, preferably within the food industry. With excellent communication skills you will have the ability to influence at all levels of the business, and have experience as a strategic HR business partner to the leadership team while being hands on enough to deal with day to day HR issues.
To apply for the position please click on the link or call Martin on
Martin Hill
EA - R
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Confidential Search – Based in Singapore
Overview
We are retained to appoint a strategic and forward-thinking Regional Head of Human Resources, APAC for a global hi-tech leader. This pivotal leadership role is based in Singapore, reporting directly to the Global CHRO, and responsible for driving the people agenda across a diverse and fast-paced region.
As a member of the regional executive team, this role will lead transformation initiatives, build organisational capability, and enable business growth through a modern and agile HR operating model. The successful candidate will act as a strategic advisor to regional business leaders, partnering with global Centres of Expertise and Shared Services teams to deliver high-impact people solutions and exceptional employee experiences. The role will shape culture, embed leadership capability, and support talent development across Greater China, Southeast Asia, and other key APAC markets.
We are seeking a seasoned and commercially astute HR leader with a proven track record of leading transformation and change within complex, matrixed, and global organisations. The ability to operate as a true business partner, with strong influencing skills and a deep understanding of regional market dynamics, will be essential.
The ideal candidate will have extensive experience in strategic HR leadership roles within multinational environments, a strong track record of partnering with commercial and operational teams across APAC, particularly in Greater China, and fluency in Mandarin, given the need to collaborate closely with colleagues and stakeholders across the region. Experience working with contemporary HR operating models, including leveraging Centres of Expertise and Shared Services, is highly valued.
This is a unique opportunity for a dynamic and forward-thinking HR leader to shape the future of a highly respected and innovative organisation across some of the world’s most exciting and high-growth markets.
Remuneration:
Competitive base + Bonus + LTIP
For a confidential discussion, please contact Sean Tong at
We welcome referrals – if you know of an exceptional HR leader who may be interested in this opportunity, we would love to hear from you.
We regret that only shortlisted candidates will be notified.
EA Licence No:
17S8475
Details
Seniority level: Director
Employment type: Full-time
Job function: Human Resources
Industries: Computers and Electronics Manufacturing and Technology, Information and Media
Location: Based in Singapore
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We are delighted to be retained and exclusively partnering with a global leader in the hi-tech sector to appoint a strategic and forward-thinking Regional Head of Human Resources, APAC. This is a pivotal leadership role based in Singapore, reporting directly to the Global CHRO, and responsible for driving the people agenda across a diverse and fast-paced region.
As a member of the regional executive team, this role will be instrumental in leading transformation initiatives, building organisational capability, and enabling business growth through a modern and agile HR operating model. The successful candidate will act as a strategic advisor to regional business leaders, while partnering closely with global Centres of Expertise and Shared Services teams to deliver high-impact people solutions and exceptional employee experiences. The role will also play a key part in shaping culture, embedding leadership capability, and supporting talent development across Greater China, Southeast Asia, and other key APAC markets.
We are seeking a seasoned and commercially astute HR leader with a proven track record of leading transformation and change within complex, matrixed, and global organisations. The ability to operate as a true business partner, with strong influencing skills and a deep understanding of regional market dynamics, will be essential.
The ideal candidate will have extensive experience in strategic HR leadership roles within multinational environments, a strong track record of partnering with commercial and operational teams across APAC, particularly in Greater China, and fluency in Mandarin, given the need to collaborate closely with colleagues and stakeholders in China, Hong Kong, Taiwan and across the region. Experience working with contemporary HR operating models, including leveraging Centres of Expertise and Shared Services, is highly valued.
This is a unique opportunity for a dynamic and forward-thinking HR leader to shape the future of a highly respected and innovative organisation across some of the world’s most exciting and high-growth markets.
Remuneration:
Competitive base + Bonus + LTIP
Location:
Singapore
For a confidential discussion, please contact Sean Tong at
We welcome referrals – if you know of an exceptional HR leader who may be interested in this opportunity, we would love to hear from you.
We regret that only shortlisted candidates will be notified.
EA Licence No:
17S8475
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Overview
CGS International Securities Pte. Ltd. (CGS International) is an award-winning and market leading integrated financial services provider, ranked among the top securities houses in Asia. CGS International taps on our wealth of global and ASEAN insights to offer equities trading, leveraged products, wealth management, investment banking, equities research, Shariah-compliant financing, fixed income, currency and commodities, structured products and prime brokerage services in over 15 countries and regions. Along with its parent organisation China Galaxy Securities, a leading securities house in China, CGS International is trusted by more than 15 million customers globally.
Job Responsibilities
Job Responsibilities
Plan strategic HR activities and initiatives to address operational requirements to support the Singapore's achievement of its objectives through effective cost management.
Provide advice and support to achieve the overall Singapore’s objectives through effective and efficient internal corporate HR strategies.
Ensure HR plans support business needs while remaining flexible enough to adapt to changes in both Singapore and the Group.
Business Performance & Management
— Establish short- and long-term manpower plan to attract and meet the current and future talent needs; develop learning and capabilities of employees to meet employee aspirations for career growth and achieve business objectives; provide appropriate measures for performance achievement and competitive rewards to nurture a high-performance organisation.
HR Management & HR Business Partner
— Plan and lead the overall Human Resources functions (i.e. recruitment and selection, performance and rewards, organisational development, L&D, compensation and employee benefits, employee relations); lead and implement key long-term and short-term HR initiatives that impact overall reward & performance, succession planning, recruitment and learning & talent strategies; provide timely HR support and advice to business and support functions to help them make good decisions that will support a high-performance culture, through HR service delivery.
Administration & Licensing
— Oversee all aspects of general administration functions including office, licensing, fixed assets, expenses, etc; responsible for cost effectiveness of the Admin Department operations.
Regulatory Compliance
— Ensure compliance with statutory regulations.
Job Requirements
Job Requirements
Languages
Fluency in written and spoken English and Mandarin to liaise with our Chinese stakeholders
Technical / Functional Skills:
Understand business products and service offerings.
Understand the Group’s business model and strategic objectives, and translate them into actionable plans for HR & Administration.
Strong relationship management skills
Effective communication and interpersonal skills
Problem-solving and decision-making abilities
Adaptability and flexibility in a dynamic business environment
Ability to influence and collaborate with stakeholders at all levels
Proactive and results-oriented mindset
Minimum 15 years of experience
in similar roles, preferably within an established financial institution.
Strong Leadership Skills
– able to lead and inspire teams effectively.
Integrity
– uphold ethical standards and maintain confidentiality.
HR Expertise
– strong foundation in HR principles and practices.
Communication Skills
– effective communicator with active listening abilities.
Business Acumen
– align HR strategies with business needs.
Relationship Building
– approachable, empathetic, and able to foster strong stakeholder relationships.
Seniority level
Director
Employment type
Full-time
Job function
Human Resources
We’re not including additional role referrals or unrelated notices beyond this point.
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This is a two-phase leadership role designed to stabilise, transform, and future-proof the people function of Security & Risk Solutions. In the first phase, the Head of HR will focus on practical reform – rebuilding governance, compliance, structure, and employee confidence across all HR touchpoints. Once operational stability is achieved, the role will expand into a more corporate-strategic focus: leading digital transformation, workforce analytics, and long-term leadership and talent development to support the company’s growth agenda.

The Head of HR drives both the strategic and operational transformation of the company’s people function — building structure, compliance, and culture across a complex, fast-paced environment. This role requires a balance of strategic vision, operational discipline, and strong leadership to restore HR’s authority and credibility while fostering trust and collaboration across the organisation.

• Champion a culture of respect, accountability, and collaboration between Operations and Support Office teams.
• Act as a firm yet empathetic voice for HR in all strategic and operational forums.
• Mentor and develop HR team members to build confidence, consistency, and professionalism in delivery.
• Rebuild trust across the organisation by modelling transparency, fairness, and integrity in people practices.

• Oversee all core HR functions — recruitment, onboarding, payroll, performance management, and employee relations — ensuring accuracy, timeliness, and compliance.
• Strengthen HR processes, policies, and documentation to close compliance gaps (e.g., MOM, CPF, and Employment Act).
• Resolve employee relations and disciplinary matters with balance — protecting company interests while upholding fairness.
• Partner closely with Operations Managers to align manpower deployment, rostering, and remuneration practices with legal and ethical standards.

• Use data-driven insights (HRMS dashboards, attrition analytics, headcount trends) to support strategic manpower planning.
• Translate workforce metrics into practical recommendations for leadership.
• Integrate digital systems (HRMS, LMS) to enhance visibility, compliance, and efficiency in workforce management.

• Conduct comprehensive HR gap analyses to identify deficiencies in current processes, systems, and compliance frameworks.
• Design and institutionalise HR policies, SOPs, and employee handbooks aligned with Singapore labour laws and company standards.
• Develop a structured HR governance framework to ensure accountability, transparency, and consistent execution across all departments.
• Oversee compensation and benefits frameworks, ensuring internal equity, market competitiveness, and financial discipline in partnership with Finance.
• Establish regular reviews of HR policies to reflect changes in legislation, business direction, and workforce needs.

• Establish and lead a hybrid recruitment framework where Operations handles sourcing and HR governs selection, compliance, and onboarding.
• Build structured recruitment workflows and digital dashboards to ensure transparency, documentation accuracy, and hiring-quality tracking.
• Conduct periodic analysis of recruitment sources and retention performance to identify improvement areas.
• Introduce automation and mobile-enabled tools to streamline candidate management, pre-screening, and PLRD compliance checks.
• Develop guard retention and referral programmes to reduce dependency on ad-hoc sourcing and improve workforce stability.

• Oversee the administration and governance of payroll, incentives, and allowances to ensure consistency and compliance.
• Conduct benchmarking and review of total rewards frameworks to maintain competitiveness and internal equity.
• Work closely with Finance to align compensation strategy with financial goals and audit requirements.

• Lead initiatives that strengthen employee engagement, recognition, and sense of belonging.
• Partner with Operations and leadership to improve communication, inclusion, and workplace morale.
• Implement structured feedback mechanisms and employee pulse surveys to track engagement and identify areas for improvement.
• Foster a culture of trust, fairness, and accountability through proactive communication and transparent HR practices.

• Serve as a trusted advisor to C-suite and senior leadership on workforce structure, employee morale, and change readiness.
• Lead HR transformation initiatives in line with digital and organisational growth priorities.
• Manage union and government relations with tact and professionalism.

• People Leadership & Team Development – Builds, motivates, and strengthens the HR team’s capability.
• Resilience & Conflict Management – Maintains composure under pressure and manages difficult stakeholders diplomatically.
• Compliance & Ethical Governance – Ensures HR operations are lawful, transparent, and equitable.
• Strategic Agility – Connects HR initiatives with business direction and operational realities.
• Data & Digital Fluency – Comfortable using HRMS, LMS, and analytics tools to guide decision-making.
• Cultural Influence – Shapes behaviours and norms through communication, coaching, and leading by example.
• Execution Discipline – Balances strategy with hands-on execution to deliver measurable outcomes.

• Degree in Human Resource Management or related field (postgraduate qualification preferred).
• Minimum 8–10 years of progressive HR experience, with at least 3 years in a leadership capacity.
• Experience in labour-intensive or operations-driven industries (security, logistics, facilities, or similar).
• Proven track record in managing difficult stakeholders and rebuilding team cohesion.
• Familiar with MOM regulations, CPF, and labour relations frameworks.
• Certification in Change Management, WSQ HR Business Partnering, or Digital HR Transformation preferred.

• Stabilised HR operations and reduced attrition within the HR team.
• Improved collaboration between Operations and Support Office functions.
• Documented, compliant HR processes and clear governance frameworks.
• Strengthened HRMS adoption and accurate workforce reporting.
• Recognised credibility of HR as a trusted and respected business partner.

Feel free to submit your resume and cover letter to the email below: .