546 Hr Management jobs in Singapore

KEY RESPONSIBILITIES

Based in Singapore, you will be part of the local management team, providing full spectrum of HR support to Haier businesses in the Singapore and Hong Kong.

• Provide HR guidance and advice to managers and business leaders in Singapore and Hong Kong.

• Work with the group business leaders, local business leaders and government agencies to set up local HR management and development plan and help Haier Singapore to meet the requirements of local government.

• Partner with HQ HR and Global COE team to stay aligned with HQ & Global HR strategies.

• Serve as the primary contact on HR matters with government in Singapore.

• Responsible for HRIS management and ensure that system data is accurate and up to date.

• Responsible for handling HR audit in Haier Singapore.

KEY REQUIREMENTS

The ideal candidate should be a seasoned information security manager with:

• Degree in Human Resources Management, Business Administration or its equivalent.

• With a minimum of 3 years HRBP experience with professional certification from CIPD/SHRM/IHRP.

• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and local employment laws.

• Team player with good communication, collaboration and problem-solving skills.

• Knowledge of and experience with varied HR information systems and office software.

• Good communication and interpersonal skills in Mandarin and English to liaise with Chinese speaking stakeholders.

Job Responsibilities

• Provide strategic guidance and be the trusted business partner to department leaders both in Singapore and across APAC.
• Identify, prioritise and develop organisational capabilities and behaviours to build a workforce that is future-ready.
• Effectively partner with, challenge and influence business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce capabilities & performance, Diversity & Inclusion.
• Be a disruptor, collaborate with others internally within HR and others to drive culture change. Deliver and support change initiatives in the region.

• Develop and deploy talent strategy to ensure high-quality succession pipelines exist for critical roles. Play an active role in key talent decisions, rewards and welfare

• Responsible for management of employee relations issues such as disciplinary, grievances, employee litigation, redundancy and terminations.

• Provide guidance and support or participate in ongoing HR projects, ensuring that they are aligned with business objectives and practices.

• Design and support the implementation of company HR policies and procedures. Review and update our employment contracts and agreements.

• Partner with country HR teams as well as other HR specialist teams on providing comprehensive and cohesive HR services to help the business meet its goals.

Job Requisitions

• University Degree
• Minimum 8 years of HRBP & Talent experience
• Experience in developing and deploying talent strategy to ensure high-quality succession pipelines exist for critical roles
• Proven track record in effectively partnering, challenging and influencing business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce capabilities & performance, Diversity & Inclusion
• Experience in Employee Relations
• Good knowledge of the local labour law and HR practices and procedures is essential
• Effective communicator, with a drive for excellence and a principled and energetic approach to partnering the business in HR related matters.
• Is organized, able to multi-task and prioritize competing requests from different stakeholders with strong problem-solving skills

The HR Business Process Improvement Partner will focus on strengthening HR operations by simplifying and improving processes across talent management, performance, reporting, and knowledge systems. The role requires someone with a solid understanding of HR concepts and the ability to execute them effectively, with a hands-on approach to process improvement and consistency.

Key Responsibilities

Talent Management & Succession

• Track potential, key employees, and flight risks through structured reporting.
• Support development of the competency framework and skills testing.
• Assist in building clear internal promotion pathways aligned with job grading.

Performance Management

• Execute and refine the performance appraisal process to ensure clarity, fairness, and ease of use.
• Simplify appraisal methods for pawnshop roles where ranking and job titles may not reflect performance.
• Support the implementation and monitoring of OKRs and KPIs.

Data, Control & Reporting

• Maintain HR dashboards for turnover, absenteeism, time-to-fill, and training effectiveness.
• Capture and structure HR data into databases for workforce planning.
• Provide accurate and timely reports for quarterly reviews and management updates.

Knowledge Management

• Lead the clean-up and restructuring of HR folders and archives.
• Implement proper access rights to ensure compliance and confidentiality.
• Standardize document storage for better retrieval and long-term knowledge retention.

Tools, Processes & Documentation

• Standardize HR processes including hiring, interview structures, feedback, and offer issuance.
• Prepare and maintain SOPs, checklists, and templates for consistent execution.
• Recommend and adopt simpler tools to replace overly complex manual tracking.

Feedback & Continuous Improvement

• Gather feedback from outlets on HR-related issues.
• Work with the Senior HR Manager to recommend and implement practical improvements.

Requirements

• Degree/Diploma in Human Resources, Business, or related discipline.
• HR experience in operations, performance management, or HR analytics.
• Hands-on executor with strong follow-through, detail orientation, and problem-solving skills.
• Proficiency in Excel and HR systems; comfortable with data management and reporting.
• Strong interpersonal and communication skills, able to interact across all levels from outlet staff to management.
• Adaptable and eager to contribute to HR improvement programs and projects.

To Partner with key stakeholders in the respective business division and work with the HR subject matter experts (SMEs) to develop solutions for all HR issues that affect them (the stakeholders).

Roles and responsibilities:

Working closely with the Lead HRBP of respective business division, the incumbent's primary role is to represent HR for identified business units with SAM Group in Malaysia and Thailand.

o Develop solutions for HR issues that arise including standard issues like retention, sourcing and selection, engagement and employee performance and discipline

o Supporting the HR Department's effort to increase efficiency by reviewing processes and suggesting improvements

o Liaise with HR SMEs to address more complex issues, develop more long term solutions or preemptively arresting undesirable trends

o Coordinate the Company's various employee Awards programs.

o Prepare and analyse relevant reports on trends

o Identify developmental needs for teams and individuals

Any other responsibilities assigned by superior from time to time.

Requirements:

o Minimum Diploma in any subject.

o Preferably with at least 2-4 years related working experience as HR Business Partner.

o Excellent people management skills.

o Analytical and goal oriented.

o Well-versed in Malaysia and Singapore Employment Act

o Full understanding of all HR functions and best practices.

Proficient in M/S Office and Excel

Job Description:

The THR Business Partner will work as an individual contributor and report to the HR Manager. This role involves close collaboration with business leaders to provide proactive and professional HR solutions and advice on people strategies, supporting the development and growth of both individuals and the organization.

Responsibilities:

• Manage the entire employee lifecycle, including onboarding, performance management, compensation and benefits, employee relations, and exit management.
• Utilize data analytics and metrics to develop solutions that enhance people programs and optimize productivity.
• Support talent and performance management and retention efforts by working with HR COE teams to drive business outcomes and implement related initiatives.
• Identify gaps in existing processes and drive necessary changes to establish best HR practices.
• Serve as the primary HR point of contact for assigned business units, providing expert HR advice.
• Engage employees through quarterly HR communications, focus group discussions, and networking sessions.
• Add value to business processes and operations by advising managers on people-related matters.
• Promote a high-performance culture that is diverse and inclusive through best practices.
• Build and maintain trusted relationships with business leaders and associates.
• Ensure all employment activities comply with internal HR policies and relevant employment legislation.
• Work with government agencies on program claims and submission

Qualifications:

• Bachelor's degree in Business Administration, Human Resources Management, Industrial/Organizational Psychology, or a related field.
• Over 8-10 years of Core HR experience in matrixed multinational companies, preferably within the IT/ITES sector.
• Strong knowledge of Singapore labour laws and relevant legislation.
• Excellent English communication skills
• Experience with payroll and tax processes in Singapore
• Exceptional stakeholder management skills
• Proficiency in data analytics and design thinking is preferred.
• Resourceful and capable of managing multiple tasks in a fast-paced environment.

The Role

As the HR Business Partner (Strategic Level) for the Business, you will be a trusted advisor to the Business Leader and Leadership Team:

• Leading People function to scale culture, talent, and organizational effectiveness.
• Serving as the Business Leader's right hand to lead people initiatives, drive alignment, teamwork and operationalize initiatives at various international sites.
• This is a unique opportunity to be part of the leadership team and shape the trajectory of a critical infrastructure business growth.

What You'll Do

Execution Partner to Business Leader on People Matters (40%)

• Serve as a strategic partner to the business leadership team, driving alignment on people strategy and execution.
• Pre-anticipate, identify bottlenecks, and lead high-priority HR initiatives.
• Prepare executive communications, board materials on HR matters. Act as a thought partner and sounding board for executive decision-making.
• Own internal HR communications and lead preparation for people engagement meetings, offsites, and key milestones.

People & Culture Responsibilities (60%)

• Build and scale business HR policies, practices for a distributed and site-based workforce.
• Lead talent acquisition, onboarding, and workforce planning to support rapid headcount growth.
• Implement performance management, feedback cycles, and leadership development programs.
• Serve as an advisor to managers on organization structure, conflict resolution, and team dynamics.
• Ensure HR legal compliance and manage HR risk across multiple jurisdictions in southeast asia, Ireland and an expanding list of sites globally.

Collaboration & Support

• The role will be supported by a HR Manager who handles day to day HR operations
• The role will work with an extended HR COEs and HR Service Teams to derive HR solutions for the business
• The role will initiate, source, and collaborate with oversea HR experts, advisories to enable oversea business expansion plans.
• Over a period of time, the oversea HR team under this role is expected to grow to support oversea business expansion plans.

-Competitive remuneration package for the role will be commensurate with candidate's match and track record-

What We're Looking For

• Min. 15 years of experience in HR, operations, or strategy roles; startup or growth-stage company experience strongly preferred.
• Strong HR fundamentals, with a track record of building from scratch.
• Strong project management and cross-functional leadership skills.
• Exceptional written and verbal communication skills with various levels of organization.
• Previous Head of Executive Office experience and/or working experience with technical and field-based teams is a plus.
• High EQ, low ego, and a bias toward action.
• Frequent international travels will be required for this role.

Responsibilities

About the Team The Government Relations and Public Policy team covers a wide range of responsibilities: government affairs and government relations; policy and issue area expertise; risk and crisis management and mitigation; outreach, coalitions, and partnerships. The mission of the team is to earn trust and prevent, manage, and mitigate political, legislative, and regulatory threats to TikTok.

We are looking to hire a Global Human Resources Business Partner (HRBP) to join our growing Human Resources team to provide strategic partnership to the Global Public Policy teams located across the world. As a Global HR Business Partner, you will support Global Public Policy leaders and teams across the entire talent lifecycle. The role will be expected to strategize and collaborate with corporate, local, and Center of Excellence (CoE) HR team members to identify growth opportunities and to engage and retain employees through HR initiatives that drive and scale talent growth and organizational vitality.

Specifically, you will:

• Translate business agendas and objectives into a strategic HR roadmap, with supporting initiatives and action plans while garnering support/ownership for that roadmap within the organization.
• Coach business leaders on people-related matters including talent assessment, development and succession, organization effectiveness, and high-performing team characteristics.
• Design, monitor, and measure HR metric/KPIs dashboards to facilitate change and drive key insights and decisions that support growth and retention.
• Play a leadership role in the design and execution of business restructures, and critical workforce planning initiatives, and identify critical succession planning needs.
• Enhance employee development & management throughout the year by providing coaching, mentoring, and timely feedback; design fit-for-purpose goal-setting agendas including 360 performance evaluations, and oversee the formal performance review and calibration process.
• Mentor HR team members on employee development best practices to support business needs.
• Champion HR initiatives to support Diversity and Inclusion throughout the organization including the roll-out of action plans and guiding leaders regarding mentorship, development, and promotion of diverse employees.
• Guide HR team members regarding mentorship, development, retention, and promotion of diverse employees
• Facilitate communication, collaboration, and engagement across all areas of the business.

Qualifications

Minimum Qualifications

• Progressive experience in HR, including 5+ years as a Human Resources Business Partner
• 3+ years of experience supporting leader and employee populations across APAC, Europe, and the Middle East.
• 2+ years of proven experience working with stakeholders at Director Level and above.
• BA/BS degree required

Preferred Qualifications

• Strong relationship-building skills with the ability to influence, drive change, and communicate effectively across all levels of an organization and challenge the status quo.
• Comfort with ambiguity; strong judgment and ability to make thoughtful decisions leveraging data and insights.
• Successful track record of designing and implementing people programs while balancing the business objectives
• Demonstrated progression and increased scope in a matrixed, high-growth organization.
• Deep business acumen to grow businesses through the ongoing development and support of its people.

Job Purpose

The HR Business Partner/HR Manager provides HR consulting to the business. He/She liaises with line managers to understand critical requirements, projects future skills demand and collaborates with hiring managers to prioritise requirements. He influences business leaders to support the assimilation of new hires into the organisation effectively. He guides learning managers to focus on learning programmes to bridge staff capability gaps and build new skills. He partners the business in the identification and management of high-potential talent, and the implementation of succession plans. He advises on non-monetary benefits options to compensation manager to align it with workforce needs. He manages employee issues and supports line managers in exit and retirement processes.

As the main point of contact between HR and the business, the HR Business Partner/HR Manager is an excellent communicator who aligns interests among various stakeholders to promote a cooperative and collaborative work environment. He adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

Responsibilities

Partner with business leaders to develop and implement HR strategies that support business goals.

Provide guidance on HR policies, procedures, and best practices.

Advise and support managers on employee relations, performance management, and workforce planning.

Analyze HR metrics and use data to influence decision-making and drive continuous improvement.

Lead or support key HR initiatives such as talent management, succession planning, and employee engagement.

Collaborate with HR centers of excellence (e.g., recruitment, learning & development, compensation) to deliver HR solutions.

Support organizational change initiatives and act as a change agent.

Ensure compliance with local labor laws and company policies.

Act as a trusted advisor to employees and managers, promoting a culture of openness, trust, and collaboration.

Requirements

Degree in Human Resources, Business Administration, or related field with at least 8 years of experience in an HR role, at least 5 years in a business partner or advisory capacity.

Strong knowledge of employment laws and HR best practices.

Proven experience in coaching managers and handling complex employee relations issues.

Excellent interpersonal, communication, and consulting skills.

Ability to analyze data, identify trends, and develop actionable insights.

Proactive, solutions-oriented, and able to manage multiple priorities.

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Responsibilities

About The Team The Global Payment team provides assistance with payment acquisitions, disbursements, transaction monitoring, payment method management, foreign exchange conversion, accounting, and more to ensure our users have a smooth and secure payment experience across different platforms. The Global Payment team has served as Payment Gateway since 2019. We support over 100+ business lines, including Livestreaming Monetization, E-Commerce, Gaming, and even Music.

• Partner with your assigned business unit and ensure a deep understanding of business strategy and implement high-quality HR practices within the team.
• Consult with line management and provide HR guidance when appropriate, including talent development, performance management, and employee relations.
• Proactively assess team and employee development needs, make recommendations, and implement appropriate solutions.
• Manage employee disciplinary issues and advise business leaders on how to manage each case.
• Integrate and partner with HR colleagues in the Learning & Development, Compensation & Benefits, HR operations, and other HR teams to implement solutions.
• Drive employee engagement agenda for the employees in your business unit(s).
• Be the ambassador of TikTok organizational culture.

Plan and implement organizational culture activities.

Qualifications

Minimum Qualifications

• 5+ years of Human Resources Business Partner in a global team and high-growth company.
• Prior experience supporting and working in a tech business environment.
• BA/BS degree required.

Preferred Qualifications

• Demonstrated progression and increased scope in matrix, high-growth organizations.
• Deep business acumen and the executional know-how of building and growing businesses through the ongoing development and support of its people.