The Courage Chapter is helping our client to fill the vacancy of a HR Manager, People, Culture & Organization. This is a strategic HR role that oversees the full spectrum of HR functions—including recruitment, performance management, employee engagement, learning and development, and compensation. Our client is seeking someone with at least 5 years of relevant experience, including 3 years in a supervisory role, who is confident operating across multiple HR domains and driving initiatives aligned with organizational goals (Non-Profit Organisation setting).
HR Plans & Policies
1. Execute HR plans, as directed by the Management
2. Ensure that HR policy is updated, maintained and adhered to
3. To work with Directors to execute mid-term HR strategies for the organization that are aligned with the overall goals of the organization and direction of the Board of Directors
4. Assist with monitoring various key performance indicators for the organisation as a whole
Recruitment, Selection
1. To monitor and support the organization’s succession planning
2. Ensure that the recruitment and selection process is compliant with local laws and fair employment practices
3. Oversee the updating of job requirements and job descriptions for all positions
4. Oversee workflow processes and procedures of recruitment
5. Plan and conduct new employee on-boarding to foster positive attitude toward organisation goals.
Separations & Offboarding
1. Oversee offboarding process and procedures for all exits including voluntary and involuntary, retirement etc.
2. Conduct and analyse exit interviews to minimize the turnover rate
Compensation & Benefits
1. Ensure market competitiveness by benchmarking with NCSS salary guidelines or other benchmark studies if necessary
2. Conduct salary review and bonus exercise
3. Develop and maintain a non-salary rewards and benefits system that recognizes the contribution employees make in their role, including both tangible (bonuses, allowances etc) and intangible benefits (positive culture and climate, flexible work practices etc), which contribute to an employee’s motivation, engagement and retention
Training & Development
1. Develop and communicate processes and systems for career experience, development and progression for all employees so that employees have a sense of growth, development and progression
2. Facilitate competency assessments including providing support for the development of critical competencies
3. Ensure each individual and department has an implementable and measurable development plan in line with the organisation and department goals, taking into account mid- to long-term growth areas
4. Manage learning and development of employees, to develop different levels of employees from rank-and-file employees/individual contributors to the Senior Management Team as well as high-potential individuals
Performance Management
1. Manage the performance management system incorporating elements such as regular feedback meetings, performance appraisals, calibration and various other processes to manage underperformance
Employee Relations/Engagement
1. Carry out and continuously review and improve disciplinary procedures to maintain a conducive, respectful and productive environment and culture
2. Carry out and continuously review and improve grievance procedures to create an open and honest climate with effective two-way communication between staff and management
3. Support the planning of employee engagement events such as sharing sessions, town halls, retreats etc.
4. Ensure compliance with employment laws and regulations and alignment with organisational requirements for quality management, health and safety, and general duty of care.
Others
1. Continually review, evaluate and improve all HR processes and systems; Institute regular and self-sustaining review and implementation cycles with a regular cadence that takes in feedback from key stakeholders
2. Management of employees who report to this position with adherence to organizational values and key leadership framework(s)
Education and Experience
1. Bachelor’s Degree in relevant field
2. Minimium 5 years of relevant experience. Experience as HR generalist will be advantageous
3. Minimum of 3 years of supervisory experience
Other Requirements
1. Competent in Microsoft suite of applications
2. Strong planning, organizational and problem-solving skills
3. Highly motivated with initiative
4. Ability to work independently and in teams
5. Positive attitude with a “can-do” mentality
6. Digitally fluent, possess openness and skillset to independently and proactively explore how digital tools may augment work and increase productivity