1,864 Vp Of Hr jobs in Singapore

Job Description

The Human Resources function balances organisational aspirations and employee needs, as we accelerate and strengthen people capabilities to enable sustainable business growth at UOB. Our team of Human Resources specialists are guided by four employee commitments: do what is right, build meaningful careers, make a real difference and lead by positive example.

Job Responsibilities

• You will be a HR business partner to the Consumer Banking business and you will partner some functions within the business in driving and executing the people agenda through appropriate advice and delivery of best-practice service to internal clients.
• Your key responsibilities will include proactive relationship management and providing HR advisory and support in all aspects of the Consumer Banking business, including partnering Talent Acquisition for recruitment, performance management, talent management, compensation, training, organisational development and manpower planning.
• You are also responsible for management of employee relations issues (either directly or in conjunction with the employee relations team) such as disciplinary, grievances, employee litigation, redundancy and terminations. In addition to implementing people management strategies you are also responsible for ensuring that firm policies and procedures are implemented across the business area.
• You will partner with group and 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 Requirements

• The ideal candidate is degree-qualified and possesses at least 12 to 15 years HR experience in large companies or in the banking industry, with experience in a Consumer Banking environment a definite advantage.
• A hands-on team leader who works well independently and as a team, you are able to articulate to all business levels and build strong rapport with internal clients.
• Strong analytical abilities and excellent stakeholder management skills, coupled with a good knowledge of the local labour law and HR practices and procedures is essential.
• It is critical that you are an effective communicator, with a drive for excellence and a principled and energetic approach to partnering the business in HR related matters.

Overview

Reporting to the Regional Head of HR of Asia Pacific, the Head of HR for the ASEAN Cluster will act as the primary go-to person for the Adecco ASEAN business leader, his/her leadership team and offer thought leadership and partnering on all strategic and operational HR topics. The incumbent will drive the HR transformation agenda in the countries where she/he will be responsible. The person in this role will lead the initiatives to streamline processes and offer best-in-class HR services and talent advisory that will directly and indirectly boost the sustainable growth and profitability of business in the chosen countries.

The incumbent will lead the country HRBP teams in translating the global people agenda into actionable priorities, ensuring alignment with business objectives and the unique context and needs of each country. Working with the country leadership teams, the incumbent will equip each of the country leaders to generate greater value and delight to our customers. In addition to the above the incumbent will also oversee all Talent initiatives across the region covering 11 countries within the APAC region.

The incumbent will support the ‘colleague journey’ (get, keep, grow, enable, inspire) and act as the link to bridge meaningful needs of our people and business deliverables. Gathering and using relevant data to come up with objective decision-making related to business transformation, compensation, organizational structures, retention, promotions, and other actives, are key aspects of this role.

• Be an active thought partner to the Country Leaders on all strategic HR initiatives, such as Strategic Workforce Planning, Performance Management, Critical Roles Succession Management, Structured Capability Building, Productivity Planning, People budget etc.
• Organise the flow and cadence for streamlining and maturing our end-to-end talent practices within the region, with specific attention to Talent Planning, Succession, Leadership Development, Performance Management and Employee Wellbeing initiatives.
• Guide and develop the operational HR team in respective countries and identify and nurture talents from the cluster for further possibilities.
• Diagnose leadership and cultural gaps and address development needs, creating short and long-term plans fo leadership and organizational development.
• Challenge organizational set-up looking into the short term and long-term needs of the businesses and support in creating an Organizational Model that is purposed to win in the respective territories.
• Ensure communication and management of Global HR processes creating appropriate standards in people management practices.
• Be an active proponent to augment HR Transformation in the cluster working closely with the global and local HR teams to deploy the transformation agenda (e.g. Setting up of the Shared Services, Fit for Future upskilling and reskilling, deployment of TAG U and Brand Specific capability programs, Pay for Performance practices etc)
• Partner with the Regional Head of HR and HR leadership team in the region to streamline and provide consultancy service on all HR practices to the APAC senior leadership and ASEAN Country Leadership Teams.
• Participate in an active and engaged APAC HR community representing the ASEAN cluster to enable the effective and pragmatic implementation of progressive HR initiatives in the country cluster.
• Consult and influence senior management on key organizational transformation and management concerns.
• Represent TAG as a thought leader within the HR communities in the responsible countries.

• At least 12-15 years of experience in Human Resource Management ideally having served in large country or regional HR leadership roles.
• Master’s Degree in HRM or related field
• Excellent command of English, with both written & oral communication skills.
• Previous experience in a client advisory role is desirable.
• Previous experience in leading a CoE like talent or learning within a country or a region is a must.
• Proven track-record of managing medium to large-scale HR transformation.
• Managed a small-medium sized team of HR professionals.
• Driven and pro-active with a hands-on mentality and a positive attitude.
• Ability to spot trends/patterns using data to augment simplification and process streamlining activities.
• Strong listening and communication skills to both internal and external stakeholders.
• Ability to prioritize work and focus on high-priority tasks.

• Master’s Degree in HRM/Psychology or Human Behavior related studies

Reporting to the Regional Head of HR of Asia Pacific, the Head of HR for the ASEAN Cluster will act as the primary go-to person for the Adecco ASEAN business leader, his/her leadership team and offer thought leadership and partnering on all strategic and operational HR topics. The incumbent will drive the HR transformation agenda in the countries where she/he will be responsible. The person in this role will lead the initiatives to streamline processes and offer best-in-class HR services and talent advisory that will directly and indirectly boost the sustainable growth and profitability of business in the chosen countries.

The incumbent will lead the country HRBP teams in translating the global people agenda into actionable priorities, ensuring alignment with business objectives and the unique context and needs of each country. Working with the country leadership teams, the incumbent will equip each of the country leaders to generate greater value and delight to our customers. In addition to the above the incumbent will also oversee all Talent initiatives across the region covering 11 countries within the APAC region.

The incumbent will support the 'colleague journey' (get, keep, grow, enable, inspire) and act as the link to bridge meaningful needs of our people and business deliverables. Gathering and using relevant data to come up with objective decision-making related to business transformation, compensation, organizational structures, retention, promotions, and other actives, are key aspects of this role.

Responsibilities:

• Be an active thought partner to the Country Leaders on all strategic HR initiatives, such as Strategic Workforce Planning, Performance Management, Critical Roles Succession Management, Structured Capability Building, Productivity Planning, People budget etc.
• Organise the flow and cadence for streamlining and maturing our end-to-end talent practices within the region, with specific attention to Talent Planning, Succession, Leadership Development, Performance Management and Employee Wellbeing initiatives.
• Guide and develop the operational HR team in respective countries and identify and nurture talents from the cluster for further possibilities.
• Diagnose leadership and cultural gaps and address development needs, creating short and long-term plans fo leadership and organizational development.
• Challenge organizational set-up looking into the short term and long-term needs of the businesses and support in creating an Organizational Model that is purposed to win in the respective territories.
• Ensure communication and management of Global HR processes creating appropriate standards in people management practices.
• Be an active proponent to augment HR Transformation in the cluster working closely with the global and local HR teams to deploy the transformation agenda (e.g. Setting up of the Shared Services, Fit for Future upskilling and reskilling, deployment of TAG U and Brand Specific capability programs, Pay for Performance practices etc)
• Partner with the Regional Head of HR and HR leadership team in the region to streamline and provide consultancy service on all HR practices to the APAC senior leadership and ASEAN Country Leadership Teams.
• Participate in an active and engaged APAC HR community representing the ASEAN cluster to enable the effective and pragmatic implementation of progressive HR initiatives in the country cluster.
• Consult and influence senior management on key organizational transformation and management concerns.
• Represent TAG as a thought leader within the HR communities in the responsible countries.

Pre-requisites:

• At least 12-15 years of experience in Human Resource Management ideally having served in large country or regional HR leadership roles.
• Master's Degree in HRM or related field
• Excellent command of English, with both written & oral communication skills.
• Previous experience in a client advisory role is desirable.
• Previous experience in leading a CoE like talent or learning within a country or a region is a must.
• Proven track-record of managing medium to large-scale HR transformation.
• Managed a small-medium sized team of HR professionals.
• Driven and pro-active with a hands-on mentality and a positive attitude.
• Ability to spot trends/patterns using data to augment simplification and process streamlining activities.
• Strong listening and communication skills to both internal and external stakeholders.
• Ability to prioritize work and focus on high-priority tasks.

Education:

• Master's Degree in HRM/Psychology or Human Behavior related studies

Overview
Reporting to the Regional Head of HR of Asia Pacific, the Head of HR for the ASEAN Cluster will act as the primary go-to person for the Adecco ASEAN business leader, his/her leadership team and offer thought leadership and partnering on all strategic and operational HR topics. The incumbent will drive the HR transformation agenda in the countries where she/he will be responsible. The person in this role will lead the initiatives to streamline processes and offer best-in-class HR services and talent advisory that will directly and indirectly boost the sustainable growth and profitability of business in the chosen countries.
The incumbent will lead the country HRBP teams in translating the global people agenda into actionable priorities, ensuring alignment with business objectives and the unique context and needs of each country. Working with the country leadership teams, the incumbent will equip each of the country leaders to generate greater value and delight to our customers. In addition to the above the incumbent will also oversee all Talent initiatives across the region covering 11 countries within the APAC region.
The incumbent will support the ‘colleague journey’ (get, keep, grow, enable, inspire) and act as the link to bridge meaningful needs of our people and business deliverables. Gathering and using relevant data to come up with objective decision-making related to business transformation, compensation, organizational structures, retention, promotions, and other actives, are key aspects of this role.
Responsibilities
Be an active thought partner to the Country Leaders on all strategic HR initiatives, such as Strategic Workforce Planning, Performance Management, Critical Roles Succession Management, Structured Capability Building, Productivity Planning, People budget etc.
Organise the flow and cadence for streamlining and maturing our end-to-end talent practices within the region, with specific attention to Talent Planning, Succession, Leadership Development, Performance Management and Employee Wellbeing initiatives.
Guide and develop the operational HR team in respective countries and identify and nurture talents from the cluster for further possibilities.
Diagnose leadership and cultural gaps and address development needs, creating short and long-term plans fo leadership and organizational development.
Challenge organizational set-up looking into the short term and long-term needs of the businesses and support in creating an Organizational Model that is purposed to win in the respective territories.
Ensure communication and management of Global HR processes creating appropriate standards in people management practices.
Be an active proponent to augment HR Transformation in the cluster working closely with the global and local HR teams to deploy the transformation agenda (e.g. Setting up of the Shared Services, Fit for Future upskilling and reskilling, deployment of TAG U and Brand Specific capability programs, Pay for Performance practices etc)
Partner with the Regional Head of HR and HR leadership team in the region to streamline and provide consultancy service on all HR practices to the APAC senior leadership and ASEAN Country Leadership Teams.
Participate in an active and engaged APAC HR community representing the ASEAN cluster to enable the effective and pragmatic implementation of progressive HR initiatives in the country cluster.
Consult and influence senior management on key organizational transformation and management concerns.
Represent TAG as a thought leader within the HR communities in the responsible countries.
Pre-requisites
At least 12-15 years of experience in Human Resource Management ideally having served in large country or regional HR leadership roles.
Master’s Degree in HRM or related field
Excellent command of English, with both written & oral communication skills.
Previous experience in a client advisory role is desirable.
Previous experience in leading a CoE like talent or learning within a country or a region is a must.
Proven track-record of managing medium to large-scale HR transformation.
Managed a small-medium sized team of HR professionals.
Driven and pro-active with a hands-on mentality and a positive attitude.
Ability to spot trends/patterns using data to augment simplification and process streamlining activities.
Strong listening and communication skills to both internal and external stakeholders.
Ability to prioritize work and focus on high-priority tasks.
Education
Master’s Degree in HRM/Psychology or Human Behavior related studies
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Associate Executive, HR CoE Learning, Leadership Development and Scholarship(8676)

Job Summary: The Associate Executive role is essential in providing comprehensive administrative and operational support to the Learning and Leadership Development Centre of Excellence (L&LD COE) to ensure smooth management and execution of training programmes, contributing to the overall effectiveness of learning initiatives by the CoE.

Key Responsibilities:

1. Training Coordination

2. Assist in the coordination and scheduling of training programs, ensuring alignment with NUHS goals and participant availability.

3. Help create and update training calendars, effectively communicating schedules to relevant stakeholders to ensure transparency and accessibility.

4. Material Preparation

5. Prepare and distribute training materials, including handouts, presentations, and evaluation forms, ensuring all resources are accurate and accessible.

6. Participant Management

7. Manage participant registrations and maintain accurate attendance records to facilitate effective tracking and reporting.

8. Respond to inquiries from staff regarding training programs and schedules, providing timely and accurate information.

9. Logistical Support

10. Set up training venues, ensuring that projectors, audio equipment, and other necessary tools are in good working condition and meet specific training setup requirements.

11. Address any last-minute logistical challenges to ensure uninterrupted learning experiences for all participants.

12. Administrative Assistance

13. Provide administrative support to trainers and facilitators before, during, and after training sessions, ensuring they have the necessary resources and information.

14. Perform general administrative duties such as data entry and knowledge management of training-related documents in SharePoint.

15. Feedback and Reporting

16. Collect and compile participant feedback and training evaluation data to assess program effectiveness and areas for improvement.

17. Assist in generating routine reports on training activities and outcomes, including maintaining the training database, compiling reports, and assisting with data analysis for operational decision-making.

18. Stakeholder Communication

19. Correspond with internal and external stakeholders to ensure smooth operations and timely information dissemination regarding training programs.

Qualifications:

• Diploma in Human Resources, Business Administration, Healthcare Administration, or a related field.
• Strong organizational and time management skills.
• Excellent communication and interpersonal skills.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).
• Ability to work independently and as part of a team.
• Good time management and able to multi-task to handle concurrent coordination of multiple training programmes.
• Prior experience in a healthcare setting is often preferred.

Key Competencies:

• Time management and ability to multitask.
• Customer service orientation.
• Adaptability and willingness to learn.
• Basic project coordination skills.
• Interpersonal skills and professionalism.
• Problem-solving and initiative-taking abilities.

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Associate Executive, HR CoE Learning, Leadership Development and Scholarship
Job ID: 8676
Job Function: Administration
Institution: National University Health System
Associate Executive, HR CoE Learning, Leadership Development and Scholarship - 2 years contract
Job Summary:
The Associate Executive role is essential in providing comprehensive administrative and operational support to the Learning and Leadership Development Centre of Excellence (L&LD COE) to ensure smooth management and execution of training programmes, contributing to the overall effectiveness of learning initiatives by the CoE.
Key Responsibilities:
Training Coordination
Assist in the coordination and scheduling of training programs, ensuring alignment with NUHS goals and participant availability.
Help create and update training calendars, effectively communicating schedules to relevant stakeholders to ensure transparency and accessibility.
Material Preparation
Prepare and distribute training materials, including handouts, presentations, and evaluation forms, ensuring all resources are accurate and accessible.
Participant Management
Manage participant registrations and maintain accurate attendance records to facilitate effective tracking and reporting.
Respond to inquiries from staff regarding training programs and schedules, providing timely and accurate information.
Logistical Support
Set up training venues, ensuring that projectors, audio equipment, and other necessary tools are in good working condition and meet specific training setup requirements.
Address any last-minute logistical challenges to ensure uninterrupted learning experiences for all participants.
Administrative Assistance
Provide administrative support to trainers and facilitators before, during, and after training sessions, ensuring they have the necessary resources and information.
Perform general administrative duties such as data entry and knowledge management of training-related documents in SharePoint.
Feedback and Reporting
Collect and compile participant feedback and training evaluation data to assess program effectiveness and areas for improvement.
Assist in generating routine reports on training activities and outcomes, including maintaining the training database, compiling reports, and assisting with data analysis for operational decision-making.
Stakeholder Communication
Correspond with internal and external stakeholders to ensure smooth operations and timely information dissemination regarding training programs.
Qualifications:
Diploma in Human Resources, Business Administration, Healthcare Administration, or a related field.
Strong organizational and time management skills.
Excellent communication and interpersonal skills.
Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).
Ability to work independently and as part of a team.
Good time management and able to multi-task to handle concurrent coordination of multiple training programmes.
Prior experience in a healthcare setting is often preferred.
Time management and ability to multitask.
Adaptability and willingness to learn.
Basic project coordination skills.
Interpersonal skills and professionalism.
Problem-solving and initiative-taking abilities.
#J-18808-Ljbffr

Associate Consultant, Consumer & Industry Practice at Kerry Consulting

Our client

Our client is a leading, Singapore-based organisation recognised globally for its high standards of excellence. At a strategic inflection point in its talent and leadership development journey, the organisation is placing renewed emphasis on identifying and nurturing key talent to meet evolving business needs.

Reporting to the Vice-President of Talent, you will play a central role in driving the organisation's leadership development strategy, with a strong focus on high-potential talent and succession planning. The incumbent will be responsible for identifying and managing a focused cohort of high-potential employees, while also overseeing the development of a broader talent pipeline at the executive level and above. You will engage with senior leaders across the business to design, implement, and review targeted interventions that support leadership growth and business readiness.

This role requires close collaboration with business unit heads and HR partners to conduct annual reviews of leadership potential, align development plans with strategic business priorities, and ensure goals are clearly defined and tracked for talent under development. This includes leading ongoing development conversations, facilitating leadership assessment and calibration processes, and supporting the organisation's long-term succession strategy. You will play a critical role in fostering a culture of continuous development, using insights and data to guide decision-making and improve talent outcomes across the enterprise.

The ideal candidate will bring at least 6 to 8 years of experience in talent management, leadership development, or organisational development, preferably within large, complex organisations. A strong understanding of high-potential identification methodologies, leadership development frameworks, and succession planning processes is essential. The successful candidate will be comfortable engaging senior stakeholders, navigating ambiguity, and operating both strategically and hands-on. Excellent communication, influencing, and stakeholder management skills are key, as is a proven ability to build trust and credibility with leadership.

To apply, please submit your resume (in MS Word format) to Yuen Yun Xin at , quoting the job title and reference number YX34155 . We regret that only successfully shortlisted applicants will be contacted.

• Mid-Senior level

• Full-time

• Human Resources

• Airlines and Aviation

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Overview

Associate Consultant, Consumer & Industry Practice at Kerry Consulting

Our client is a leading, Singapore-based organisation recognised globally for its high standards of excellence. At a strategic inflection point in its talent and leadership development journey, the organisation is placing renewed emphasis on identifying and nurturing key talent to meet evolving business needs.

• Reporting to the Vice-President of Talent, you will play a central role in driving the organisation's leadership development strategy, with a strong focus on high-potential talent and succession planning. You will be responsible for identifying and managing a focused cohort of high-potential employees, while also overseeing the development of a broader talent pipeline at the executive level and above. You will engage with senior leaders across the business to design, implement, and review targeted interventions that support leadership growth and business readiness.
• This role requires close collaboration with business unit heads and HR partners to conduct annual reviews of leadership potential, align development plans with strategic business priorities, and ensure goals are clearly defined and tracked for talent under development. This includes leading ongoing development conversations, facilitating leadership assessment and calibration processes, and supporting the organisation's long-term succession strategy. You will play a critical role in fostering a culture of continuous development, using insights and data to guide decision-making and improve talent outcomes across the enterprise.

• The ideal candidate will bring at least 6 to 8 years of experience in talent management, leadership development, or organisational development, preferably within large, complex organisations. A strong understanding of high-potential identification methodologies, leadership development frameworks, and succession planning processes is essential.
• The successful candidate will be comfortable engaging senior stakeholders, navigating ambiguity, and operating both strategically and hands-on. Excellent communication, influencing, and stakeholder management skills are key, as is a proven ability to build trust and credibility with leadership.

To apply, please submit your resume (in MS Word format) to Yuen Yun Xin at , quoting the job title and reference number YX34155 . We regret that only successfully shortlisted applicants will be contacted.