Director, Human Resources

About the Role

As Singapore's leading business chamber, we integrate people strategy closely with business goals to serve the business community and foster a future-ready internal environment. The Director of Human Resources will be crucial in shaping talent attraction, development, engagement, and retention, ensuring HR policies and governance are effective, equitable, and aligned with organizational priorities. This role demands a strategic yet practical HR leader capable of partnering with senior management, guiding an adept HR team, and translating workforce goals into actionable initiatives.

Key Responsibilities

• Formulate and implement HR strategies, policies, and programs aligned with organizational objectives, workforce planning, and employee experience enhancement.
• Enhance HR governance through robust policy frameworks, equitable decision-making, and adherence to employment laws and tripartite guidelines.
• Function as Secretariat to the Appointments and Remuneration Committee, preparing documentation and recommendations for senior leadership, Board, and Council discussions.
• Monitor workforce and engagement metrics, benchmark HR practices, and provide data-driven insights to bolster workforce capability and organizational performance.
• Manage workforce planning, budgeting, and movements to ensure the right talents are in place for current and future needs.
• Supervise recruitment processes end-to-end to deliver a favorable candidate and employee onboarding experience.
• Develop strategic hiring approaches for key positions, including job profiling, sourcing, assessment, and hiring manager support.
• Oversee compensation, benefits, salary reviews, and manpower cost planning to maintain market competitiveness, fairness, and governance.
• Evaluate benefits and wellbeing programs to keep them relevant, sustainable, and tuned to employee and organizational needs.
• Lead performance management initiatives to clarify expectations, improve dialogue quality, ensure accountability, and recognize contributions.
• Drive learning, talent development, leadership growth, succession planning, and career pathways to build robust capabilities.
• Instill organizational values and culture through practical interventions, rituals, and leadership modeling experienced daily by employees.
• Collaborate with divisional leaders on talent needs, team dynamics, and enhancing collaboration and change adaptability.
• Manage learning operations, budgets, vendor relations, and track participation, effectiveness, and ROI.
• Lead employee engagement efforts, including surveys, analysis, leadership communication, action planning, and follow-up to improve trust, belonging, and productivity.
• Create initiatives enhancing the full employee lifecycle from onboarding through recognition, wellbeing, and offboarding.
• Direct the HR team to deliver responsive and accurate HR services across all employee stages.
• Improve HR processes, systems, records, documentation, and service standards for efficiency and quality.
• Maintain HR data dashboards encompassing headcount, turnover, recruitment, engagement, learning, and manpower costs.
• Coach and develop the HR team to foster collaboration, credibility, and disciplined execution.

Candidate Profile

• Possesses a degree with a minimum of 12 years of progressing HR roles, including at least 5 years leading across multiple HR areas. Professional HR certification such as IHRP-SP or equivalent is beneficial.
• Demonstrates strong expertise in Singapore's employment laws, fair employment practices, compensation and benefits, performance management, and HR governance.
• Proven history managing HR projects involving policy updates, workforce planning, talent acquisition, compensation, learning, engagement, or organizational development.
• Excellent stakeholder management abilities, confident advising senior leaders and handling sensitive information discreetly.
• Data-savvy, analytical, and methodical, using HR metrics to diagnose challenges, propose solutions, and measure outcomes.
• Hands-on and cooperative with resilience to balance strategic vision and day-to-day operations within a lean team.
• Experience in public sector, trade association, professional services, membership organizations, non-profits, or mission-driven groups is advantageous but not essential.