Human Resources & Admin Manager - Bukit Batok

Reports to: General Manager – SEA

Position Summary: The Human Resources & Admin Manager is responsible for leading and executing a wide range of HR and administrative functions across our Singapore and Malaysia operations. This hands-on role requires someone who can independently manage HR processes while also partnering closely with the General Manager and business stakeholders to support operational needs.

The role is well-suited for someone who is resourceful, adaptable, and comfortable balancing day-to-day execution with longer-term planning in a lean team environment. This includes reinforcing leadership expectations, facilitating alignment during change, and embedding company values into the employee experience.

Position Responsibilities include, but not limited to:

1. Human Resources Operations

• Oversee and manage day-to-day HR operations including employee lifecycle processes, HRIS administration, payroll, and benefits.
• Ensure accurate HR documentation, records management, and compliance with statutory requirements across Singapore and Malaysia.
• Maintain and update HR policies and procedures in line with regulatory changes and best practices.
• Coordinate timely payroll processing and support internal reporting requirements.
• Develop and maintain updated job descriptions aligned with organizational structure.
• Conduct exit processes and ensure proper documentation and closure.

1. Recruitment & Workforce Planning

• Manage end-to-end recruitment including job postings, screening, interviews, offer processing and onboarding.
• Partner with hiring managers to understand manpower needs and ensure timely hiring support.
• Track and coordinate manpower planning activities to support business continuity.

1. Performance Management & Staff Development

• Support performance review processes by coordinating timelines, documentation, and follow-ups.
• Work with managers to identify basic training needs and coordinate learning interventions where required.
• Assist in maintaining development records and staff training history.

1. Employee Engagement & Communication

• Coordinate internal communication, staff engagement events and CSR activities.
• Support the implementation of employee engagement surveys and assist with follow-up planning.
• Foster a positive working environment through structured feedback and communication channels.

1. Compensation & Benefits

• Oversee the execution of annual salary review, merit increment and bonus processes, including data preparation, analysis and communication with stakeholders.
• Liaise with insurance and benefits vendors and provide input on employee queries and market comparisons.
• Maintain up-to-date records of employee entitlements and benefits programs.

1. Industrial Relations & Compliance

• Ensure HR practices comply with employment regulations in Singapore and Malaysia (e.g. MOM guidelines, Employment Act, IR Act).
• Assist in handling grievances, basic investigations and documentation of employee-related incidents.
• Keep abreast of legal changes affecting HR and flag relevant updates for action.

1. Audit & Process Governance

• Support external and internal audits (e.g. Deloitte, SMETA) by coordinating HR-related submissions and documentation.
• Ensure processes and records are audit-ready and compliant with internal and external standards.

1. HR & Admin Budget Coordination

• Prepare and manage annual HR and admin budget, including manpower costs, training expenses and employee programs.
• Track expenditures and support cost reporting, especially for headcount planning or budget reviews.
• Liaise with vendors (e.g. insurance, office services) and support cost-efficient procurement where relevant.

1. HR Strategy & Business Partnership

• Partner with business leaders to align HR strategies with company goals.
• Support organizational transformation, change management and talent development plans.
• Provide HR guidance to functional leads on workforce matters including policies, engagement, and performance expectations.
• Contribute to organizational changes by facilitating clarity on structure, roles, and transition steps.
• Reinforce leadership behaviours and team culture through coaching conversations and HR-led touchpoints.

1. Culture & Change Enablement

• Play an active role in reinforcing change initiatives through communication, alignment of HR processes, and employee engagement activities.
• Partner with business leads to strengthen leadership consistency and team alignment during periods of change.
• Device plans to embed company values and culture into day-to-day HR practices and workplace behaviours, ensuring a cohesive employee experience.

Preferred Skills and Experience:

• Bachelor’s degree in Human Resources, Business, or a related field.
• Minimum 15 years of HR experience with exposure to both Singapore and Malaysia employment practices.
• Strong working knowledge of statutory requirements, HR operations, and compliance standards.
• Hands-on experience with payroll, HRIS systems, and employee lifecycle processes.
• Proficiency in Microsoft Office and HR-related platforms.

• Strong attention to detail with the ability to manage multiple tasks independently.
• Excellent communication, interpersonal and stakeholder management skills, with a practical and approachable working style.
• Ability to work independently, be resourceful and balance both strategic coordination and operational execution in a fast-paced environment.
• Comfortable supporting change and reinforcing values-driven behaviours in the workplace.
• High level of discretion and professionalism in handling sensitive HR matters.

LEADERSHIP COMPETENCIES

• Establishes and drives strategy based on stakeholders’ needs
• Recognizes unique customer-centric perspective and leads employees to fulfill their promise to the customer
• Whilst establishing alliances with key individuals, creates and leads a culture of diversity where everyone understands the role on the team in the success of the organization
• Creates and leads a culture based on the ‘CARES’ values

• Ensures financially viable development frameworks and talent pipelines are in place to build long-term functional capabilities.
• Role models commitment and accountability to performance management and development agenda
• Ensures organization is building long term bench strength for all roles supported by robust succession plans
• Creates a culture of inclusion that celebrates diversity and supports the organization’s various diversity initiatives

• Ensures organization is agile to respond to change
• Initiates change in response to external cues
• Possesses a business-wide perspective and visionary acumen
• Creates effective strategic vision
• Advocates a learning culture through continuous improvement and change management

• Builds a culture of meeting established deadlines
• Develops a culture of holding team members/managers accountable for team results and builds a culture of eliminating barriers and managing conflicts
• Sponsors initiatives that drive and deliver continuous improvements

• Ensures clarity around strategic goals and business objectives
• Leverages multiple communication channels
• Uses candor and openness when communicating
• Demonstrates visibility across the organization
• Facilitates exchange of opinions across organization