428 Human Capital Management jobs in Singapore

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Senior Manager, Human Capital Resource Management (HCRM)
Family Group: Administration
Job Purpose
Senior Manager, Human Capital Resource Management (HCRM)
The Senior Manager of HCRM is responsible for strategic workforce planning, talent acquisition and management, performance management, staff development, leadership and employee engagement and well-being, budget planning and management, workspace planning and management and HR policy implementation whilst fostering a positive workplace culture that attracts, develops and retains talent for Group Health Informatics.
MAJOR DUTIES & RESPONSIBILITIES
Areas of Responsibility
Key Responsibilities
1. Strategic HR Leadership
Lead workforce planning initiatives to support the department's growth and transformation needs
Design and execute talent acquisition strategies
Support performance management systems and career development programmes
2. Operational HR Functions
Manage staff onboarding, training, and staff / professional development programmes
Oversee staff welfare initiatives, and employee engagement programmes
3. Budget Planning and Control
Prepare annual departmental budgets and monitor operational expenditure against approved budgets
Manage procurement and claim processes for the department
Oversee workspace planning and utilization
4. Cross-functional Leadership
Collaborate with department heads to align HR and financial strategies with operational needs
Provide analytical support for strategic decision-making
Lead or participate in departmental projects requiring HR or financial expertise
JOB REQUIREMENTS
(a) Education/Training/Experience
Bachelor's degree in Human Resources, Finance, or related field
Minimum 6 years of experience in HR and finance management roles
Experience in public healthcare and with IT/informatics departments desirable
Strong analytical and problem-solving skills with meticulous attention to detail.
Excellent communication, interpersonal, and presentation skills, with the ability to effectively collaborate with diverse stakeholders.
Ability to translate complex technical concepts into understandable terms for non-technical audiences.
Strong organisational skills and the ability to manage multiple priorities effectively.
Proactive, resourceful, and highly adaptable
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We are seeking a strategic and dynamic
HR Business Partner (HRBP)
to lead the development and execution of a robust
talent pipeline strategy
across our company and regional offices. The HRBP will act as a trusted advisor to senior leadership, offering insights and guidance on talent-related issues, workforce planning, succession strategies, organizational development and promote corporate culture.
This role requires a strong understanding of business priorities and talent management, with the ability to influence and align talent strategies with long-term business goals.
Key Responsibilities
Strategic Partnership
Develop and execute HR strategies aligned with overall business objectives.
Act as a strategic advisor to the CEO and senior leadership on organizational and workforce matters.
Drive transformation and change management initiatives.
Talent Management
Identify talent and capability gaps within each department and recommend suitable candidates to fill key positions.
Ensure workforce planning aligns with organizational needs and long-term objectives.
Implement workforce planning and succession planning strategies.
Champion leadership development and high‐potential programs.
Design competitive compensation and benefits structures.
Evaluate and benchmark compensation packages to ensure competitiveness for staff retention while maintaining cost control and avoiding overpayment.
Conduct regional policy & compensation review across all operating countries to ensure alignment with local labor laws and regulatory requirements.
Organizational Development & Culture
Shape and reinforce a high‐performance culture.
Lead organizational design and effectiveness initiatives.
Drive employee engagement, morale and retention strategies.
Foster a values‐driven and inclusive workplace environment.
Performance Management
Implement robust performance appraisal systems.
Drive continuous feedback and performance coaching culture.
Align individual goals with company KPIs and strategic objectives.
Qualifications
Bachelor’s Degree in Human Resources, Business Administration or related field
7+ years of progressive HR experience, including HRBP responsibilities and direct experience in talent strategy or workforce planning.
Proven track record of partnering with senior leadership and driving strategic talent initiatives.
Strong business acumen and ability to align talent strategy with business objectives.
Knowledge of employment legislation in Singapore, with exposure to China and Malaysia labour laws will have an added advantage.
Excellent communication, stakeholder management and influencing skills.
Open to undertaking business trips abroad when required.
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We are seeking a strategic and dynamic HR Business Partner (HRBP) to lead the development and execution of a robust talent pipeline strategy across our company and regional offices. The HRBP will act as a trusted advisor to senior leadership, offering insights and guidance on talent-related issues, workforce planning, succession strategies, organizational development and promote corporate culture.

This role requires a strong understanding of business priorities and talent management, with the ability to influence and align talent strategies with long-term business goals.

Key Responsibilities:

1. Strategic Partnership

• Develop and execute HR strategies aligned with overall business objectives.
• Act as a strategic advisor to the CEO and senior leadership on organizational and workforce matters.
• Drive transformation and change management initiatives.

2. Talent Management

• Identify talent and capability gaps within each department and recommend suitable candidates to fill key positions.
• Ensure workforce planning aligns with organizational needs and long-term objectives.
• Implement workforce planning and succession planning strategies.
• Champion leadership development and high-potential programs.

3. Compensation & Benefits

• Design competitive compensation and benefits structures.
• Evaluate and benchmark compensation packages to ensure competitiveness for staff retention while maintaining cost control and avoiding overpayment.
• Conduct regional policy & compensation review across all operating countries to ensure alignment with local labor laws and regulatory requirements.

4. Organizational Development & Culture

• Shape and reinforce a high-performance culture.
• Lead organizational design and effectiveness initiatives.
• Drive employee engagement, morale and retention strategies.
• Foster a values-driven and inclusive workplace environment.

5. Performance Management

• Implement robust performance appraisal systems.
• Drive continuous feedback and performance coaching culture.
• Align individual goals with company KPIs and strategic objectives.

Job requirements:

• Bachelor’s Degree in Human Resources, Business Administration or related field
• 7+ years of progressive HR experience, including HRBP responsibilities and direct experience in talent strategy or workforce planning.
• Proven track record of partnering with senior leadership and driving strategic talent initiatives.
• Strong business acumen and ability to align talent strategy with business objectives.
• Knowledge of employment legislation in Singapore, with exposure to China and Malaysia labour laws will have an added advantage.
• Excellent communication, stakeholder management and influencing skills.
• Open to undertaking business trips abroad when required.

Key responsibilities of the HR executive role include ensuring smooth and accurate execution of HR operational functions on a day-to-day basis. This includes payroll administration, employee records management, and coordination of staff benefits.

The role also plays an important part in supporting HR projects and initiatives at the group level by assisting in the rollout of policies, ensuring compliance, and streamlining internal HR processes.

Ultimately, the goal is to contribute to consistent HR service delivery and foster a supportive, well-organized work environment.

Benchmarks for success:

• Maintain and update employee records using HRIS (e.g. PayBoy) to ensure data accuracy
• Participate in salary surveys and help conduct internal/external pay benchmarking to support compensation reviews

Salary: Up to $5K

Job Scope:

· Establish and maintain excellent relationships with doctors, nurses and employees, providing a proactive and credible service on a range of employment matters, and questioning and challenging where appropriate.

· Collaborate with business leaders to support a range of HR functions, including onboarding, employee relations, performance management and employee engagement.

· Develop a strong working relationship with all HR colleagues, working collaboratively to deliver the best HR service and support to the business. Contribute to the identification and implementation of more efficient ways of working.

· Work with senior members of the team on the Annual Compensation review, in collating and analysing benchmarking data and supporting administration.

· Provide guidance and advise employees and line managers on best HR practice and HR policies and procedures.

· Supporting, coaching and advising Operational Managers on people management processes such as absence and performance management, disciplinary, grievance, and restructures. This includes attending meetings and taking the lead where appropriate.

· Using early intervention mediation techniques to prevent or minimise employee relations issues escalating.

· Assisting with the completion of performance review and rating calibration processes

· Use HR management information to highlight areas of concern and help influence manager engagement in people processes.

· Support the recruitment process, including benchmarking job descriptions with salary data, participating in recruitment agency briefings and liaising with managers.

· Attend interviews with candidates and assist with the selection procedures with hiring managers.

· Facilitate the onboarding and induction process for new hires, in conjunction with HR Operations.

· Carry out onboarding and exit interviews/conversations and prepare the initial analysis of the common themes.

· Support the implementation of the talent management and learning and development activities as required.

Job Requirements:

· Min. Diploma or Bachelor's Degree in HR Management, Psychology, Business Management or related field. HR certification is a plus.

· Min. 2 to 3 years of experience in HR, with a focus on HR business partnering within a healthcare or retail industry

· Working knowledge of SG employment law is required.

For interested applicants, please send your updated resume to:

All candidates' information will be treated with the strictest confidence

Melissa Zhang Zhiqi (Mezzo)

R

Recruit Express Pte Ltd

99C4599

• Salary range: $5500 - $6000

• AWS and Performance Bonus provided

• Working days & hours: 9:00AM – 6:00PM (Monday – Friday)

• Working Location at Ang Mo Kio

• Excellent Welfare & Benefits

• Well Established Network Provider Company

Job Scope

1. Organizational Diagnosis & Local Strategy Design

• Analyse organisational structure and business models to pinpoint optimisation opportunities, designing OD strategies and improvement plans adapted for local operations.
• Provide structured interventions, communication strategies, and support plans during organisational changes or project implementations.

2. Performance Management Localisation

• Under the headquarters' performance framework, establish a local performance system, and drive the design of objectives, evaluation standards, and cycle management processes.

3. Incentive Design & Delivery

• Develop bonus and special incentive programmes, and ensure the incentive structure is consistent with headquarters principles and local business realities.

4. Career Progression & Talent Review

• Localise job-grade structures and promotion criteria; coordinate annual promotion cycles and talent reviews.
• Produce policy guides, process flows and evaluation templates to ensure transparency.

5. Training & Development

• Build a local training blueprint, blending headquarters resources with local needs; design and assess training programmes and their outcomes.

6. Policy & Process Governance

• Draft and maintain local OD/HR policy documents, process maps and SOPs.
• Collaborate closely with the HQ COE team, HRBP, and business leaders to ensure system designs effectively support business requirements.

Requirement

• Diploma in HR Management or equivalent
• Minimum 3 years related experience in relevant position
• IHRP/SHRM-CP certification is an advantage

Candidates are encouraged to apply this position via Apply Now button with the following information in the resume:

• Work experiences and job responsibilities
• Current and Expected salary
• Reason for leaving
• Date of availability
• Education background

We regret that only shortlisted candidates will be contacted.

YEOW CHANG FU (R )

EA Recruitment Pte Ltd

EA License No: 21C0492

• Provide guidance to employees on HR policies, procedures, and training needs
• Coach and support line managers on people management issues, including performance and absence management
• Lead and implement key HR initiatives such as employee engagement, onboarding improvements, and wellbeing programmes
• Manage employee relations cases (e.g. grievances, disciplinary, performance issues) from start to resolution while minimising business risk
• Review and verify monthly payroll submissions to ensure accuracy and timely processing
• Coordinate the annual performance review process, guiding managers and ensuring timely submissions
• Support the compensation review cycle in collaboration with the HR Lead
• Deliver the Learning & Development plan, including training needs analysis, content development, scheduling, and evaluation
• Assist in HR reporting (MI reports) and contribute to ad-hoc projects and initiatives
• Manage employee relocations and visa processes, including logistics and compliance matters
• Collaborate with global and local HR teams to support operations and drive projects to completion
• Handle other ad-hoc HR tasks as needed

Interested applicants may email resume to

Chooi Kelly (CEI Registration No: R )

Recruit Express Pte Ltd (EA: 99C4599)

We regret only shortlisted candidates will be contacted

Position Description
Ata Glance
Legrand has an exciting opportunity for a
Human Resources Business Partner
to join the Data, Power & Control - Starline Team
in Tuas, Singapore . The HR Business Partner will join the rapidly expanding Data, Power and Control (DPC) Starline team as the sole HR representative at our Singapore facility. This role will provide support to our Operations team, which consists of approximately 100 employees. In this role, you will collaborate closely with operational leaders at the Singapore site to align HR initiatives with business objectives, foster employee engagement, and cultivate a high-performance culture. You will be instrumental in managing various HR functions to ensure our people practices enhance operational efficiency and support our growth initiatives.
What Will You Do?
Key responsibilities include overseeing staffing and onboarding, managing compensation and benefits, addressing employee relations, organizing company events, facilitating training and development, interpreting and applying policies, ensuring compliance with labor laws and regulations, and handling HR/payroll system transactions.
Interfaces with Corporate HR staff on HR projects and implements new or revised policies, processes and programs and HR Operations on day-to-day HR activities.
Compliance - As part of the Starline and DPC HR team, assists with the development of policies, practices and procedures as it relates to Human Resources.
Communicates and ensures compliance with established policies and procedures.
Oversees all areas of Human Resources responsibilities to assure that all regulations are complied with.
Compensation & Benefits - Provides support to both employees and managers in compensation and benefits administration.
Assists employees with benefits issues, new employee benefits and related.
Performance Management - Manages the performance review process for the assigned location.
Monitors review activity to ensure that each step in the annual performance cycle is being completed on a timely basis.
Is a key driver in upskilling our manager’s capability around individual development.
Coaches managers and supervisors on conducting meaningful goal setting, development and performance feedback discussions, assists with crafting a clear and defensible message to employees with performance related issues.
HRIS Support - Supports HRIS system administration. Handles generation and processing of job and personnel changes.
Creates queries and ad hoc reports to provide data for a variety of audits, compensation planning, benefits billing, health and safety programs and related HR projects and activities.
Supports payroll department with requests and attendance submissions.
Employee Recognition - Manages a variety of projects and activities to support HR initiatives and employee relations/morale programs.
This includes organizing and implementing employee events and meetings, employee wellness programs and other company sponsored activities.
Recruitment & Staffing - Recruits, screens and refers internal and external candidates to fill open positions, including professional, support, production and temporary positions as required.
Follows established hiring procedures to ensure that the successful candidate has gone through the required reference checks and screening procedures.
Employee Onboarding - Coordinates the orientation of new and reassigned employees, including review of employee handbook/policies, overview of processes and procedures, introduction to physical location/layout, health and safety and related.
Ensures the documentation and maintenance of all employee personnel records.
Employee Relations - Maintains positive employee relations with the workforce; counsels, mentors, and problem solves with supervisors and associates on matters of discipline, motivation, compensation, development, or other factors affecting success on the job; responds to employee requests for information on benefits, policies, or employment matters. Keeps HR and entity leadership informed of situations that arise.
Performs other similar and related duties as required.
Qualifications
Education:
Bachelor’s degree in Human Resources Management, Business Administration or related field
3-5 years of progressive HR experience in a manufacturing environment, preferably in a global business with more than $100M in revenue
Skills/Knowledge/Abilities:
Experience with HRIS systems a must, Oracle preferred.
Experience with compensation analysis and benchmarking required.
Knowledge of complex disciplinary, grievance, redundancy and absence management required.
In-depth knowledge of Singapore HR practices and labor law.
Must have exceptional people skills and be able to interact with employees at all levels, as well as vendors .and suppliers, in a professional and straightforward manner.
Strong influencing skills, able to influence without direct authority.
Requires strong organizational and time management skills, close attention to detail and be able to effectively handle multiple priorities.
Able to evaluate situations, identify options and implement effective solutions quickly and efficiently.
Must possess a thorough knowledge of administrative and office procedures.
Must have excellent verbal and written communications skills and be able to communicate effectively across all levels of the organization.
Must be an effective listener, able to maintain focus extract necessary information and validate understanding of the information.
Must be highly collaborative and able to work in a team-based environment.
Strong computer skills, proficient with word processing, spreadsheet and presentation software, e-mail and meeting management software.
Ability to use internet and web-based resources efficiently and effectively.
Must have solid business acumen and understanding of a variety of functional areas within the business.
Must be able to balance needs of people within the framework of business needs of company.
Note: The above Job Description is representative of the responsibilities and qualifications necessary to be successful in this role. It does not encompass every job duty or responsibility; other tasks may be assigned as necessary. Further the job description does not alter the at-will nature of employment with Legrand and does not create a contract of employment.
Company Info
About Legrand
Legrand is the global specialist in electrical and digital building infrastructures. Our comprehensive offering of solutions for residential, commercial, and data center markets makes us a benchmark for customers worldwide. We harness technological and societal trends with lasting impacts on buildings with the purpose of improving life by transforming the spaces where people live, work, and meet with electrical and digital infrastructures and connected solutions that are simple, innovative, and sustainable. Legrand is a global, publicly traded company listed on the Euronext (Legrand SA EPA: LR). For more information, visit
About Legrand North and Central America
Legrand, North & Central America (LNCA) is a leader in the AV, Lighting & Controls, Electrical, and Data Center markets. LNCA offers comprehensive medical, dental, and vision coverage, as well as distinctive benefits like a high employer 401K match, paid time off (PTO) and holiday pay, short-term and long-term disability benefit plans, above-benchmark paid maternity and parental leave, bonus opportunities in accordance with the Company’s incentive plans, paid time off to volunteer, and an active/growing Employee Resource Group network. For more information, visit legrand.us
About Legrand’s Data Center Power and Control Division
The industry-leading brands of Approved Networks,Ortronics, Raritan, Server Technology, and Starline empower Legrand’s Data, Power & Control to produce innovative solutions for data centers, building networks, and facility infrastructures. Our division designs, manufactures, and markets world-class products for a more productive and sustainable future. The exceptional reliability of our technologies results from decades of proven performance and a dedication to research and development. Equal Opportunity Employer
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Join to apply for the
HR Business Partner
role at
FWD Insurance .
About FWD Group
FWD Group (1828.HK) is a pan‐Asian life and health insurance business that serves approximately 34 million customers across 10 markets, including BRI Life in Indonesia. FWD’s customer‐led and tech‐enabled approach aims to deliver innovative propositions, easy‐to‐understand products and a simpler insurance experience. Established in 2013, the company operates in some of the fastest‐growing insurance markets in the world with a vision of changing the way people feel about insurance. FWD Group is listed on the main board of the Hong Kong Stock Exchange under the stock code 1828.
In Singapore, FWD aims to change the way people feel about insurance by leveraging technology to deliver products and services that are relevant, easy to understand and always convenient for our customers. To this end, we have a direct‐to‐consumer (DTC) platform that allows customers to buy their preferred life and general insurance products directly from our website; as well as a network of preferred Financial Advisory (FA) firms for customers who want to speak with an advisor before committing to an insurance plan. Whatever their preference, we believe insurance should be simple, reliable and convenient.
For more information, please visit
Position Purpose
The HR Business Partner (HRBP) will be responsible for aligning business objectives with employees and management across designated business units. The position serves as a consultant to the business on all human‐resource‐related issues.
Key Accountabilities
Supports business in various HR initiatives, for example, performance management process, talent management and employee development.
Provides guidance and input on workforce planning, business unit restructures, and succession planning, ensuring that core HR processes are applied appropriately and in a legally compliant manner.
Maintains an in‐depth knowledge of the legal requirements, internal and external, related to the day‐to‐day HR management of employees within the business, reducing legal risks, guaranteeing regulatory compliance while enabling employee satisfaction and retention.
Maintains relationships across the business by conducting regular meetings with various departments to build and develop trusted relationships.
Works collaboratively with departmental heads throughout the business, assisting them in understanding compensation and rewards programs, training and development programs, while ensuring proper management and communication practices.
Analyses trends and metrics to develop and enhance solutions, processes, and programs that address current problems and to avoid future ones.
Manages all benefits in particular medical plan and flex benefits including renewals and responding to queries.
Sources training as required (especially government‐funded) and captures participation data and all training related expenses. Manages government‐funded training including sourcing and claiming reimbursements. Runs sessions with employees on HR topics as required.
Runs new joiner orientation every quarter.
Manages the internship and Digital Graduate program including some recruitment, liaison with universities and rotations for graduates.
Helps to drive key HR initiatives and projects including working with Group Office HR to roll out projects such as Wellbeing, Diversity, Engagement, Recognition Program and Talent Review.
Talent Acquisition: ensures timely hires for roles within the organisation and involvement in workforce planning.
Performs onboarding and off‐boarding tasks including process enhancement and simplification to increase efficiency and productivity with the use of possible automation.
Develops and reviews operational policies and procedures to ensure alignment with business and regulatory requirements.
Assists the HR Operations team in busy periods.
Qualifications / Experience
Bachelor degree, e.g., HR.
Minimum 8 years of experience in business partnering.
In‐depth knowledge of all Ministry of Manpower regulations.
Knowledge, Skills & Ability
Proficient in HRIS, especially WorkDay.
Proficient in Excel and using it to analyse HR data.
Digitally savvy, especially with video‐conferencing tools and techniques.
Team player who is highly collaborative.
Passionate HR practitioner who is strong in driving results and focusing on structure and processes.
An independent, self‐confident, self‐motivated personality.
A self‐driven individual who enjoys working in a fast‐pace environment independently and can maintain high attention to detail.
Strong communication skills, including writing, to interact at all levels.
Able to resolve and manage projects under tight timelines.
Employment & Position Details
Seniority level: Not Applicable
Employment type: Full‐time
Job function: Human Resources
Industry: Insurance
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