Full Time Manager, HR - Talent Engagement Jobs, Salary up to SGD 5,000 in SINGAPORE INSTITUTE OF DIRECTORS Central Region (Singapore) - Maukerja

The Manager managed end-to-end HR operations for the organisation, covering recruitment, in-house payroll and HR administration, policy governance, employee relations and statutory compliance. The role is a trusted partner to CEO, management and staff, ensuring best-in-class HR and talent practices support the organisation’s mission of championing corporate governance and serving its members through quality programmes, while remaining compliant with Singapore employment regulations.

Key Responsibilities

1. Recruitment and Onboarding

• Support manpower planning and headcount proposals with department heads, including succession and talent pipeline needs.
• Screen applications, coordinate interviews, conduct reference checks and prepare offer letters.
• Manage onboarding and orientation for new hires, and offboarding for leavers.
• Manage probation reviews and confirmation of employment.
• Conduct exit interviews, analyse turnover trends and recommend retention measures.
• Support employer branding, including engagement with tertiary institutions and intern programmes.

2. HR Budgeting

• Prepare and monitor the annual HR budget (manpower costs, recruitment, training and development, staff welfare, HR system costs).
• Partnering with Finance on tracking actual spend against budget and provide variance reports to management.
• Support manpower planning and headcount proposals.

3. HR Administration and HR Systems

• Oversee day-to-day HR administration, including staff records, contracts, leave, claims, benefits, insurance and medical coverage.
• Maintain and administer the HR information system (HRIS); ensure data accuracy, confidentiality and PDPA compliance.
• Issue HR letters and certifications, and maintain accurate personnel files.
• Manage work pass applications and renewals for foreign staff, where applicable.
• Coordinate the performance appraisal cycle and staff development records.

4. HR Policies and Procedures

• Review, update and implement HR policies, staff handbook and procedures to ensure they remain relevant, practical and compliant.
• Communicate policy changes clearly to staff and managers.
• Recommend process improvements and HR initiatives aligned with organisational needs.
• Keep abreast of the latest employment legislation and guidelines from MOM, CPF Board, TAFEP and other relevant bodies (e.g. Employment Act, CPF changes, work pass rules).
• Advise management on the impact of regulatory changes and ensure timely adjustments to policies and practices.
• Respond to MOM surveys and other government or statutory data requests accurately and on time.
• Compile and verify manpower, wage and vacancy data for submissions.
• Maintain records to support regulatory reporting.

5. Employee Relations

• Work closely with Head of Finance and CEO to handle staff grievances, disciplinary matters and performance issues in a fair, confidential and well-documented manner.
• Manage termination and resignation processes in line with the employment contract, company policy and MOM guidelines (including notice, retrenchment and dismissal procedures).
• Escalate sensitive or complex cases to senior management and seek external legal advice where required.
• Act as the first point of contact for staff enquiries on policies, benefits, leave, claims and employment matters.
• Promote a positive, respectful and inclusive workplace culture.

6. Training Course & Registration Support

• Partnering with Departmental Heads on staff training and development plans
• Identify and recommend suitable training courses for staff
• Support the registration of the organisation’s training courses with relevant agencies and platforms

7. Payroll, Compensation and Benefits (In-House)

• Process monthly payroll in-house, including attendance, leave, claims, CPF contributions and other statutory deductions, with accurate verification before release.
• Submit annual income tax filings to IRAS (e.g.Auto-Inclusion Scheme) and handle tax clearance for departing foreign employees, as applicable.
• Administer the annual salary review, bonus and increment exercise, and benchmark pay and benefits against comparable non-profit and training organisations.
• Manage staff benefits, such as medical and group insurance,and renewals with vendors.

8. Performance Management and Staff Development

• Coordinate the annual performance appraisal cycle, including goal setting, mid-year and year-end reviews.

9. Employee Engagement and Welfare

• Plan staff engagement, wellness and recognition activities within approved budget.
• Gather staff feedback (e.g. engagement surveys) and recommend improvements.
• Promote workplace culture and values aligned with the organisation’s mission and members’ needs.

10. Talent-related Projects and Committee Support

• Handle HR projects such as HR system upgrades, policy revamps and process improvements.
• Handle confidential staff and organisational information with the highest integrity.
• As part of our ongoing efforts to nurture our HR talent, this role will also require the manager to work closely with our Governing Councilmembers (who are directors) on certain key committee initiatives that will align back to the HR priorities for SID and its members

Requirements

Qualifications and Experience

• Degree in Human Resource Management, Business Administration or a related field.
• Minimum 4+ years' HR Generalist experience with proven managerial background
• Experience in a non-profit, membership-based or training/education organisation is an advantage.

Knowledge and Skills

• Strong working knowledge of the Singapore Employment Act, CPF, MOM requirements and TAFEP Fair Employment Practices.
• Experience in in-house payroll, performance management and learning and development administration.
• Able to prepare budgets, analyse HR data and produce clear reports for management.
• Experience handling grievances, disciplinary cases and terminations.
• Sound judgement, discretion and the ability to handle confidential information.
• Strong written and verbal communication, and goodinterpersonal and negotiation skills.
• Detail-oriented, well-organised and able to manage multiple priorities and deadlines.
• Able to work independently and mentor junior HR staff, if applicable.