Manager

A.      JOB PURPOSE

The Manager, Human Resource partners business leaders and line managers in addressing workforce and people related matters through effective HR business partnering, workforce planning and implementation of HR policies and practices. The role leads the HR teamlet to deliver effective HR advisory and support across performance management, employee relations and manpower management. The role also drives HR initiatives and supports business priorities and achieves organizational objectives.

B.      KEY RESPONSIBILITIES

1. HR Business Partnering

• Partner business leaders and line managers to understand business priorities and provide timely, practical HR advice and solutions.
• Translate business requirements into appropriate HR interventions and support the implementation of HR policies, programmes and initiatives.
• Build effective stakeholder relationships and proactively identify workforce challenges and people-related risks.
• Advise managers on people management matters and recommend appropriate solutions to support organisational effectiveness.
• Partner with Talent Acquisition to support timely hiring needs and work with Talent Management to facilitate talent development and retention initiatives.
• Work closely with the HR shared services team and Centre of Excellence (CoEs) to ensure consistent and effective delivery of HR programmes and initiatives across the departments.

2. Workforce Planning and Manpower Management

• Lead and coordinate workforce planning and manpower budgeting exercises, ensuring alignment with business requirements and approved headcount.
• Monitor headcount, vacancies, attrition and manpower utilisation, and provide workforce analyses to support management decision making.
• Work with business leaders to review manpower requirements and facilitate appropriate workforce deployment.
• Support organiational restructuring, job redesign and workforce-related initiatives arising from changing business needs.

3. Performance Management

• Coordinate the performance management cycle, including goal setting, performance reviews, moderation and calibration exercises.
• Advise managers on performance-related matters, including performance improvement plans, underperformance and employee development.
• Ensure timely completion of performance management activities and appropriate documentation.
• Identify recurring performance management issues and recommend interventions to improve performance management effectiveness.

4. Employee Relations and HR advisory

• Advise managers on employee relations matters, including grievances, disciplinary issues, employment terms, probation and other employee cases.
• Assess employee-related risks and recommend appropriate courses of action in accordance with HR policies and employment legislation.
• Manage sensitive employee matters with sound judgment, confidentiality and professionalism.
• Support any organisation changes and other employment related transitions.

5. HR Teamlet Leadership and Service Delivery

• Lead and manage HR teamlet, providing direction, guidance and support to team members in delivering effective HR business partnering and services.
• Provide guidance to team members on HR advisory matters, case management, policy implementation and stakeholder engagement.
• Build team capability and promote collaboration, accountability and continuous improvement in HR service delivery.
• Work closely with other HR teamlets, CoEs, HR Shared Services to ensure coordinated and consistent support for business needs.
• Proactively identify gaps in existing HR processes and drive improvements to strengthen HR practices and operational efficiencies.
• Support and contribute to broader HR and organisation-wide projects as required.

C. KEY REQUIREMENTS