Kerja Sepenuh Masa, Human Resources Manager di Anderco Pte Ltd - Maukerja

OVERVIEW

The HR Manager is responsible for heading the HR department and leading Anderco’s people

function across the Group, covering HQ staff, direct and supply workers, and our regional

operations. This role shapes and executes an HR strategy that supports the company’s growth,

while ensuring full compliance with Singapore employment and foreign manpower regulations.

This position requires a hands-on, commercially minded leader who can build HR structures,

systems and policies, act as a trusted advisor to management, and drive a high-performance,

safe and accountable culture across office, factory and site teams.

KEY RESPONSIBILITIES

1. HR Strategy & Leadership

• Develop and implement an HR strategy and annual people plan aligned with the company’s business plan and growth objectives.
• Act as a strategic partner to the Managing Director and department heads on organisation design, manpower planning, and people-related risks.
• Establish and track HR KPIs (e.g. headcount, manpower cost, attrition, time-to-hire, training hours) and report regularly to management.
• Lead HR-related change initiatives arising from business growth, restructuring, or new business units and regional expansion.

2. Talent Acquisition & Workforce Planning

• Lead annual manpower planning and budgeting with department heads, balancing direct hires, supply workers and subcontracted labour.
• Oversee end-to-end recruitment for professional, technical and operational roles, including job descriptions, sourcing, selection and onboarding.
• Build a strong employer brand and talent pipeline through partnerships with institutes of higher learning, industry bodies, and recruitment partners.
• Develop succession plans for key and critical positions to ensure business continuity.

3. Foreign Manpower & Work Pass Management

• Oversee all work pass matters (Employment Pass, S Pass and Work Permit), including applications, renewals, cancellations and quota and levy management.
• Ensure compliance with MOM requirements, including Fair Consideration Framework, COMPASS, medical insurance, security bonds and settling-in obligations.
• Work with operations to ensure worker accommodation and welfare comply with prevailing dormitory and housing regulations.
• Monitor regulatory changes affecting foreign manpower in the construction sector and advise management on their impact on cost and resourcing.

4. Compensation, Benefits & Payroll

• Develop and maintain a fair and competitive salary structure, grading framework and benefits policy, benchmarked against market and industry data.
• Oversee accurate and timely payroll, CPF, SDL, foreign worker levy, IR8A/AIS submissions and other statutory contributions.
• Lead the annual salary review, bonus and incentive process in line with company performance and budget.
• Manage manpower cost reporting and work with Finance to control and optimise overall people costs.

5. Performance Management & Talent Development

• Design and run a structured performance management framework, including goal-setting, appraisals and performance improvement plans.
• Identify training needs and implement a training plan covering technical, safety, leadership and professional development.
• Ensure mandatory and statutory certifications (e.g. WSH, BCA, trade and skills certifications) are tracked, renewed and up to date.
• Maximise available government grants and schemes (e.g. SkillsFuture, BCA and other agency programmes) to support training and productivity.

6. Employee Relations & Culture

• Serve as the key point of contact for employee relations matters, including grievances, investigations and disciplinary actions.
• Ensure fair and consistent handling of employment matters in line with company policy and the Tripartite Guidelines on Fair Employment Practices.
• Drive employee engagement, communication and wellbeing initiatives to strengthen retention and morale across office, factory and site teams.
• Promote a culture of safety, integrity, accountability and continuous improvement in partnership with management.

7. HR Policies, Governance & Compliance

• Develop, review and update the Employee Handbook, HR policies and standard operating procedures.
• Ensure full compliance with the Employment Act, Employment of Foreign Manpower Act, Retirement and Re-employment Act, PDPA and other relevant legislation.
• Prepare the company for upcoming workplace fairness requirements, including grievance handling processes and manager training.
• Support audits, certifications and tenders requiring HR documentation (e.g. ISO, bizSAFE, and client pre-qualification submissions).

8. HR Operations, Systems & Team Leadership

• Oversee HR administration, including employment contracts, leave, attendance, medical claims and personnel records.
• Lead the selection, implementation and improvement of HR, payroll and attendance systems to improve accuracy and efficiency.
• Lead, mentor and develop the HR team, establishing clear roles, responsibilities and service standards.
• Provide HR support and alignment for regional offices and related entities where required.

KEY COMPETENCIES

• Strong strategic thinking with the ability to translate business goals into practical people plans.
• In-depth knowledge of Singapore employment law, MOM regulations and foreign manpower management.
• Commercial awareness with a strong understanding of manpower costing and budgeting.
• Excellent leadership, communication and stakeholder management skills at all levels, from workers to senior management.
• Sound judgement, discretion and integrity in handling confidential and sensitive matters.
• Hands-on, practical and able to build HR processes and systems in a growing organisation.
• Strong analytical and problem-solving skills, with a data-driven approach to HR decisions.

REQUIREMENTS

• Degree in Human Resource Management, Business Administration, Psychology or a related field. A recognised HR certification (e.g. IHRP-SP or IHRP-MP) will be an advantage.
• Minimum 8–10 years of progressive HR experience, including at least 3–5 years in an HR managerial role.
• Prior experience in the construction, engineering, manufacturing or other industries with a large foreign workforce is strongly preferred.
• Proven experience managing work pass administration, foreign worker quota and levy, and related MOM matters.
• Experience in full-spectrum HR, including recruitment, compensation and benefits, payroll, employee relations and learning and development.
• Familiarity with HRIS and payroll systems; experience leading a system implementation will be an advantage.
• Self-motivated, proactive and able to work independently with minimal supervision.