43 Hr Director jobs in Singapore

Key Responsibilities:
HR Strategy & Leadership:
Develop and implement HR policies aligned with business goals. Advise management on people-related matters.
Recruitment & Talent Management:
Oversee hiring, onboarding, and retention strategies. Build a strong pipeline of reliable staff.
Staff Engagement & 1-to-1 Sessions:
Conduct regular 1-on-1 check-ins with staff to address feedback, concerns, and development goals.
Manager & Team Coordination:
Lead manager meetings, guide on people management issues, and ensure performance alignment across teams.
Training & Development:
Plan and monitor training needs. Work with Operations to ensure staff are equipped for success.
Performance & Discipline:
Implement fair performance reviews and manage disciplinary issues sensitively and legally.
Compensation & Benefits:
Review salary structures, manage payroll processes, and recommend incentive schemes.
Compliance & Documentation:
Ensure MOM, CPF, and employment law compliance. Maintain proper HR records and systems.
Culture & Employee Welfare:
Promote a healthy work culture, drive engagement initiatives, and resolve conflicts effectively.

Our client is in the automation industry, transforming the cleaning industry with advanced robotic solutions that tackle manpower challenges. Their innovative robots are already making a difference in 30 countries. As they continue to grow, they are seeking a HR Director to join their team.

Responsibilities:

1. Develop and execute scalable HR strategies to support rapid global growth, focusing on Asia and key regions like China and Europe.
2. Drive talent management, organizational design, and leadership development while cultivating an inclusive, engaging workplace culture.
3. Counsel senior leadership on workforce planning, compensation, benefits, and critical HR matters.
4. Build a strong Employee Value Proposition (EVP) and lead global employer branding initiatives.
5. Oversee seamless HR integration during mergers and acquisitions, ensuring smooth cultural transitions.
6. Ensure HR policies comply with local regulations and align with market conditions.
7. Optimize performance and engagement with robust HR systems, fostering continuous improvement.
8. Design competitive yet cost-efficient compensation, benefits, and HR practices tailored for a startup environment.

Requirements:

1. At least 10 years of HR leadership experience, with 5+ years heading HR in tech startups.
2. Proven success managing HR in fast-paced environments, including M&A and organizational restructuring.
3. Strong international HR experience, with a focus on Asia, China, and Europe, and knowledge of local compliance and cultural dynamics.
4. Deep business acumen and a track record of executing strategic HR initiatives that drive growth and scalability.
5. Expertise in talent acquisition, EVP, and employee engagement strategies to build high-performing teams.
6. A dynamic leader capable of inspiring and motivating diverse HR teams globally.
7. Exceptional communication and interpersonal skills to influence stakeholders and foster collaboration.

Interested candidates are invited to send in your Resume in MS Word Format stating your past work experience, reasons for each leave, past and expected remuneration.

We regret to inform that only shortlisted candidates will be notified.

About the Position:

• This key leadership role is responsible for overseeing and guiding all human resources strategies, initiatives, and practices across the organization.
• Key duties include developing, implementing, and evaluating HR policies, procedures, and programs to ensure alignment with business objectives and goals.
• The successful candidate will be responsible for providing expert advice and guidance to senior management and department heads on all HR-related matters, ensuring effective communication and collaboration throughout the organization.
• Additionally, this role will involve designing and implementing a comprehensive performance management system, fostering a positive work environment, and promoting employee engagement and development.
• A strategic thinker with exceptional interpersonal skills, this individual will play a critical role in shaping the organization's HR vision and strategy.
• Responsibilities may include talent acquisition, employee relations, benefits administration, compensation planning, training and development, and other related tasks.
• The ideal candidate will possess a deep understanding of HR principles, practices, and legislation, as well as excellent analytical, problem-solving, and communication skills.

Main Responsibilities:

• Develop and implement HR strategies, plans, and policies aligned with business objectives.
• Provide expert HR advice and guidance to senior management and department heads.
• Design and implement a performance management system to drive high performance.
• Foster a positive work environment and promote employee engagement and development.
• Tackle complex HR issues and provide solutions that align with business needs.

Benefits:

• Competitive salary and benefits package.
• Ongoing training and professional development opportunities.
• Opportunities for career growth and advancement.
• A dynamic and supportive work environment.

Requirements:

• Possess a Bachelor's degree in Human Resources or a related field.
• Have at least 5 years of experience in HR, preferably in a leadership role.
• Demonstrate expertise in HR principles, practices, and legislation.
• Show exceptional interpersonal, analytical, and problem-solving skills.
• Be able to communicate effectively at all levels of the organization.

As a strategic business partner, you will play a pivotal role in driving organizational success by overseeing the full spectrum of HR functions.

• Manage and implement effective recruitment strategies, payroll systems, benefits administration, performance management, training programs, HRIS solutions, and employee relations for the Operations division.
• Collaborate with relevant stakeholders and department managers to provide expert guidance on all aspects of HR matters.
• Develop and maintain a robust and holistic HR system by working closely with the HR team.
• Partner with the Operations team to ensure timely deployment of resources in support of outlet operations.
• Conduct regular reviews and enhancements of compensation and benefits policies to establish a competitive wage system that complies with legal requirements.
• Provide accurate and timely reporting on HR data to inform operations team decisions related to manpower planning and budgeting.
• Oversee group medical insurance and business insurance claims processes, including yearly reviews and renewals.
• Counsel managers and employees on employee relations issues, providing expert guidance and support.
• Manage government-related funding and grants.
• Plan and implement HR-related initiatives and projects.

Key Responsibilities:

HR Strategy & Leadership:

Develop and implement HR policies aligned with business goals. Advise management on people-related matters.

Recruitment & Talent Management:

Oversee hiring, onboarding, and retention strategies. Build a strong pipeline of reliable staff.

Staff Engagement & 1-to-1 Sessions:

Conduct regular 1-on-1 check-ins with staff to address feedback, concerns, and development goals.

Manager & Team Coordination:

Lead manager meetings, guide on people management issues, and ensure performance alignment across teams.

Training & Development:

Plan and monitor training needs. Work with Operations to ensure staff are equipped for success.

Performance & Discipline:

Implement fair performance reviews and manage disciplinary issues sensitively and legally.

Compensation & Benefits:

Review salary structures, manage payroll processes, and recommend incentive schemes.

Compliance & Documentation:

Ensure MOM, CPF, and employment law compliance. Maintain proper HR records and systems.

Culture & Employee Welfare:

Promote a healthy work culture, drive engagement initiatives, and resolve conflicts effectively.

HR Director sought to join a growing regional Telecom business

Responsible for managing and directing the HR function, ensuring alignment across multiple country operations within the Southeast Asia region (SEA).

Key Responsibilities:

• HR strategy development and implementation
• Compensation & Benefits
• Payroll Management
• HRMIS
• Employee Relations & Compliance
• Employee Engagement
• Performance Management & Sanction
• Health, Well-being & Safety
• Learning & Development
• Onboarding & Orientation
• Business Continuity Planning
• Succession Planning

Requirements:

• Proven experience in HR management, with a strong understanding of local labour laws, employment regulations, and HR best practices.
• Ideally a minimum of 8-10 years' experience in a senior HR leadership role, preferably Director level with a proven track record of managing multiple country HR functions.
• Expertise in managing compensation and benefits, employee relations, and compliance within regional countries.
• Strong communication and interpersonal skills to collaborate with senior leadership team and employees.
• Experience with HR technology and the ability to adapt systems for local country requirements.
• Subject matter expertise of the full spectrum of HR functions, from talent acquisition and performance management to learning and development.
• Strong problem-solving skills and a proactive approach to addressing employee relations

The HR Director provides strategic and operational leadership for all human resource functions, ensuring that people strategies enable the organisation's mission to serve communities effectively. This role oversees talent acquisition, workforce planning, capability development, employee engagement, and HR operations, fostering a values-driven culture that attracts, develops, and retains people passionate about social impact.

• Strategic HR Leadership
  
  Partner with the executive team to align HR strategies with organisational objectives and the social mission.
  
  Lead workforce planning and succession strategies to ensure capacity for current and future programmes.
• Talent Management & Development
  
  Oversee recruitment, onboarding, and retention of mission-driven talent across social services functions.
  
  Develop learning and development programmes to build staff capabilities, leadership, and career growth.
• Employee Engagement & Culture
  
  Foster a culture of inclusion, collaboration, and respect, ensuring the organisation's values are embedded in all HR practices.
  
  Champion staff well-being initiatives to support the unique demands of social service work.
• Compensation, Benefits & Compliance
  
  Design equitable and competitive compensation structures mindful of the non-profit sector landscape.
  
  Ensure compliance with employment legislation, governance standards, and funding requirements.
• HR Operations & Process Excellence
  
  Manage HR systems, policies, and reporting to ensure operational efficiency and data integrity.
  
  Lead change management efforts to support organisational growth and transformation.

• Degree in Human Resources, Business Administration, or related field; HR certifications (e.g., CIPD, SHRM, IHRP) preferred.
• 10+ years of progressive HR leadership experience, with a passion for the non-profit, social services, or community sectors.
• Proven track record of partnering with senior leaders and supporting diverse, multi-disciplinary teams.
• Deep understanding of labour laws, talent development, and employee engagement in purpose-driven organisations.
• Strong interpersonal and communication skills, with a passion for advancing social impact through people and culture.

● Develop and execute APAC-wide talent acquisition strategies aligned with organizational goals

● artner with senior HR and business leaders on workforce planning, succession, and critical role pipelines

● C ntribute to broader HR strategies by leveraging cross-functional experience in areas such as performance management, employee engagement, or HR operations

● L ad the delivery of the company’s people practices including talent assessment and planning, organization design and development, performance management, development, and contribute as a global HR leader to the ongoing development of these practices

● Use data insights to make evidence-based people decisions for attraction, performance, and engagement

● T gether with business leaders create a practice which is open and connected and which expects the highest standard of behavior and ethical conduct throughout our company

● A least 12 years' experience in similar role, with at least 8 years of experience driving talent acquisition; must have both in-house and agency recruitment backgrounds

● 5 +years leadership experience, including virtual teams, permanent and contract resources

● B proactive in dealing with changes as the business evolves with time

● S rong interpersonal and communication skills

● G od planning and organizational skills

HR Director sought to join a growing regional Telecom business!

Responsible for managing and directing the HR function, ensuring alignment across multiple country operations within the Southeast Asia region (SEA).

Key Responsibilities :

• HR strategy development and implementation
• Compensation & Benefits
• Payroll Management
• HRMIS
• Employee Relations & Compliance
• Employee Engagement
• Performance Management & Sanction
• Health, Well-being & Safety
• Learning & Development
• Onboarding & Orientation
• Business Continuity Planning
• Succession Planning

Requirements:

• Proven experience in HR management, with a strong understanding of local labour laws, employment regulations, and HR best practices.
• Ideally a minimum of 8-10 years’ experience in a senior HR leadership role, preferably Director level with a proven track record of managing multiple country HR functions.
• Expertise in managing compensation and benefits, employee relations, and compliance within regional countries.
• Strong communication and interpersonal skills to collaborate with senior leadership team and employees.
• Experience with HR technology and the ability to adapt systems for local country requirements.
• Subject matter expertise of the full spectrum of HR functions, from talent acquisition and performance management to learning and development.
• Strong problem-solving skills and a proactive approach to addressing employee relations