Total 112 Human Resources / Recruitment job vacancies

Join a forward-thinking organisation where you’ll play a key role in shaping performance management frameworks and driving impactful learning & development initiatives across the business.

Key Responsibilities

• Partner with leadership to enhance and streamline performance management systems, processes, and frameworks
• Support the full annual performance review cycle, including increment and bonus evaluations
• Provide guidance on Performance Improvement Plans and employee development strategies
• Review and update HR policies to ensure relevance and alignment with organisational goals
• Collaborate with stakeholders to implement HR policies, programmes, and transformation initiatives
• Analyse HR data and generate insights for management reporting and decision-making
• Drive continuous improvement in HR processes to enhance operational efficiency
• Support cross-functional projects and organisational transformation efforts
• Contribute to building a culture of continuous learning, ownership, and high performance
• Assist in talent development initiatives, including scholarship and training fund management

Requirements

• Degree in Business Management, Human Resource Management, Information Technology, Engineering, Science, or related discipline
• Relevant experience in HR operations and performance management
• Strong data management and analytical skills, with proficiency in Microsoft Excel (e.g. Pivot Tables, VLOOKUP)
• Experience in policy review, process improvement, or HR transformation projects is advantageous
• Strong communication and stakeholder management skills

If you are keen to contribute to impactful HR initiatives and drive organizational excellence, we’d love to hear from you.

Apply now by sending your resume to leonleong@recruitexpress.com.sg

Leon Leong De Cong
R1551708
Recruit Express Pte Ltd
EA License No. 99C4599

Talent Insights & Capability Development Lead – 1year contract 

This position is responsible for designing and leading initiatives that support the growth, development, and retention of highly skilled technical professionals within the organisation. The role focuses on building strong talent pipelines, developing career frameworks, and ensuring future leadership roles—such as senior information leaders—have the advanced capabilities needed to safeguard the organisation.

This role sits at the intersection of human capital strategy, technical workforce development, and data analytics.

Key Responsibilities

Talent & Career Framework Development

• Design and implement a clear talent mobility framework outlining career paths, advancement criteria, and growth opportunities for the technical division.
• Work with senior leaders to define critical skills, competencies, rotational experiences, and mentorship pathways, including a specialised track for future senior information leaders.

Learning & Development Strategy

• Develop and manage an L&D framework tailored to the needs of technical professionals.
• Map and track competency levels, certifications, and professional development progress to identify skill gaps and shape learning plans.

Program Management & Stakeholder Engagement

• Lead all talent development programs and act as the main point of contact for participants and stakeholders across the organisation.
• Engage with leaders and staff to encourage participation, provide guidance, and gather feedback for continuous improvement.

Data-Driven Insights & Reporting

• Define KPIs and benchmarks to measure the impact and effectiveness of talent initiatives.
• Use data analytics tools to generate reports and visual insights for management decision-making.
• Provide data-driven recommendations for workforce development, succession planning, and talent investment.

Requirements

• Bachelor’s degree in Business, HR, Organizational Development, or a related field.
• Minimum 10 years’ experience in learning and development, talent management, or related human capital roles.
• Strong background in developing large-scale career frameworks and professional development programs.
• Excellent stakeholder management and communication skills.
• Strong analytical skills with the ability to turn complex data into meaningful insights.
• High proficiency in analytics and visualization tools (e.g., Tableau, Excel).
• Experience with programming languages for data analysis (e.g., Python) is an advantage
• Relevant professional certifications (HR, analytics, etc.) are an advantage.

Interested applicants, please submit your application toTeresa.chan@persolapac.com

We regret to inform that only shortlisted candidates will be contacted.

Salary range : S$7,000.00 – S$9,500.00
Working location: Required to work across 2 locations

1) Pasir Panjang and Punggol / Alexandra (Nearest MRT station : Labrador)

2) Punggol (Nearest MRT station : Punggol Coast)

PERSOL Singapore Pte Ltd EA License No. 01C4394 I RCB No.200007268E EA Reg. No. R1107631

By sending us your personal data and curriculum vitae(CV), you are deemed to consent to PERSOL Singapore Pte Ltd and its local and overseas subsidiaries and affiliates to collect, use and disclose your personal data to prospective employers/companies based in any country for purposes of evaluating  suitability for employment, conducting reference checks, administering employment related services, complying with Government’s health advisories and such other purposes stated in our Privacy Policy. Our full Privacy Policy is available at https://www.persolsingapore.com/policies. If you wish to withdraw your consent, please drop us an email sg.dataprotection@persolapac.com to let us know. Please feel free to contact us if you have any queries

We are looking for a hands-on Talent Development professional to build and drive foundational development capabilities in a growing and evolving organisation.

This is a standalone individual contributor role for someone who is comfortable building from a relatively greenfield starting point. The role focuses on development strategy, framework-building, and capability development across different staff groups, rather than training administration, course coordination, or routine learning operations.

You will work closely with HR leadership to shape practical talent development structures that support organisational growth, capability-building, and future talent pipeline needs. This includes building career roadmaps, development pathways, manager-readiness support, and selected internship, scholarship, and traineeship frameworks, while also contributing to development-related process and systems design.

This role is best suited for someone with strong Learning & Development and/or Talent Development depth who has personally built frameworks and programmes in a medium to large organisation, and who is comfortable operating in a governance-heavy environment with evolving processes and system migration considerations.

Key Responsibilities

• Design and build foundational talent development frameworks across different employee groups
• Develop career roadmaps and development pathways for varied staff populations
• Shape manager and leadership development structures to support readiness for broader people-management responsibilities
• Identify and recommend development interventions that strengthen capability-building across the organisation
• Build or refine onboarding-related development pathways beyond basic orientation where relevant
• Support the design of internship, scholarship, and traineeship frameworks as part of longer-term talent pipeline development
• Partner stakeholders on development-side policy, process, and governance alignment
• Contribute development input into HR systems and process improvement work, including future-state learning and development workflows
• Work closely with HR leadership to establish practical, scalable structures before broader talent-management expansion over time
• Operate as a hands-on standalone contributor who can build first, stabilise, and improve progressively

Requirements

• Degree in Human Resources, Business, Psychology, Organisational Development, Education, or a related discipline
• Around 8 to 10 years of relevant Learning & Development and/or Talent Development experience is strongly preferred
• Candidates with 6 to 7 years may be considered only if they demonstrate strong end-to-end builder depth, framework ownership, and credible complexity exposure
• Proven experience designing and implementing development frameworks, pathways, or programmes rather than mainly coordinating training operations
• Strong exposure to medium or large organisations with meaningful policy, stakeholder, and process complexity
• Demonstrated ability to work in low-structure or evolving environments and build from the ground up
• Experience partnering stakeholders on development strategy, process alignment, and practical implementation
• Experience with internship, scholarship, traineeship, leadership development, career development, or capability-building frameworks will be advantageous
• Exposure to HR systems, process improvement, or system migration work will be advantageous
• Workday exposure is a plus but not mandatory
• Background from education, healthcare, or other governance-heavy environments can be advantageous

Why Join
This role is ideal for a pragmatic development builder who enjoys creating structure, working through complexity, and putting in place strong foundational talent development practices that can scale over time.

EA Personnel Name: Ben Chang
EA Personnel Registration Number: R23111820
EA Licence Number: 22C1307

Kickstart Your Career with Real-World Experience

Looking to build a strong foundation in HR and business development? Join a dynamic environment where you’ll gain hands-on exposure, guided mentorship, and practical skills that prepare you for long-term success.

What You’ll Gain

• Dedicated 1-to-1 Mentorship – Learn directly from experienced consultants with structured guidance tailored to your growth
• Hands-On Industry Exposure – Participate in client visits and real recruitment projects
• Skill Development – Build capabilities in talent sourcing, communication, and business development

Your Role

• Source and engage potential candidates through various platforms including digital channels, networking events, and outreach strategies
• Support end-to-end recruitment processes to ensure smooth and timely placements
• Build and maintain a strong pipeline of candidates for current and future opportunities
• Collaborate with team members to explore innovative recruitment strategies

Why Join Us

• Structured training with continuous guidance
• Exposure to both recruitment and client-facing business development
• Professional and supportive team environment
• Convenient central working location
• Working hours: Monday to Friday, 8.30am – 6.00pm

Requirements

• Diploma, A-Level or Degree qualification
• Strong communication skills and willingness to learn
• Proactive, adaptable, and team-oriented mindset

Apply Now
Send your detailed resume in MS Word format to leonleong@recruitexpress.com.sg

Leon Leong De Cong (R1551708)
Recruit Express Pte Ltd

EA Licence No: 99C4599

We are looking for a hands-on Talent Development professional to build and drive foundational development capabilities in a growing and evolving organisation.

This is a standalone individual contributor role for someone who is comfortable building from a relatively greenfield starting point. The role focuses on development strategy, framework-building, and capability development across different staff groups, rather than training administration, course coordination, or routine learning operations.

You will work closely with HR leadership to shape practical talent development structures that support organisational growth, capability-building, and future talent pipeline needs. This includes building career roadmaps, development pathways, manager-readiness support, and selected internship, scholarship, and traineeship frameworks, while also contributing to development-related process and systems design.

This role is best suited for someone with strong Learning & Development and/or Talent Development depth who has personally built frameworks and programmes in a medium to large organisation, and who is comfortable operating in a governance-heavy environment with evolving processes and system migration considerations.

Key Responsibilities

• Design and build foundational talent development frameworks across different employee groups
• Develop career roadmaps and development pathways for varied staff populations
• Shape manager and leadership development structures to support readiness for broader people-management responsibilities
• Identify and recommend development interventions that strengthen capability-building across the organisation
• Build or refine onboarding-related development pathways beyond basic orientation where relevant
• Support the design of internship, scholarship, and traineeship frameworks as part of longer-term talent pipeline development
• Partner stakeholders on development-side policy, process, and governance alignment
• Contribute development input into HR systems and process improvement work, including future-state learning and development workflows
• Work closely with HR leadership to establish practical, scalable structures before broader talent-management expansion over time
• Operate as a hands-on standalone contributor who can build first, stabilise, and improve progressively

Requirements

• Degree in Human Resources, Business, Psychology, Organisational Development, Education, or a related discipline
• Around 8 to 10 years of relevant Learning & Development and/or Talent Development experience is strongly preferred
• Candidates with 6 to 7 years may be considered only if they demonstrate strong end-to-end builder depth, framework ownership, and credible complexity exposure
• Proven experience designing and implementing development frameworks, pathways, or programmes rather than mainly coordinating training operations
• Strong exposure to medium or large organisations with meaningful policy, stakeholder, and process complexity
• Demonstrated ability to work in low-structure or evolving environments and build from the ground up
• Experience partnering stakeholders on development strategy, process alignment, and practical implementation
• Experience with internship, scholarship, traineeship, leadership development, career development, or capability-building frameworks will be advantageous
• Exposure to HR systems, process improvement, or system migration work will be advantageous
• Workday exposure is a plus but not mandatory
• Background from education, healthcare, or other governance-heavy environments can be advantageous

Why Join
This role is ideal for a pragmatic development builder who enjoys creating structure, working through complexity, and putting in place strong foundational talent development practices that can scale over time.

EA Personnel Name: Ben Chang
EA Personnel Registration Number: R23111820
EA Licence Number: 22C1307

Benefits Summary

• Reputable Healthcare Sector
• Basic Up $7500++ depending experiences
• Full Time Benefits Entitlements & Bonuses
• Stable Career Opportunity
• 5 Days Work Week

Responsibilities

• Plan and implement HR IT strategies to improve process efficiency through technology.
• Oversee administration, maintenance, and support of HR systems and related technologies.
• Work with stakeholders to review processes and implement automation or system enhancements.
• Manage HR IT projects, including requirement gathering, vendor coordination, and project delivery.
• Act as Subject Matter Expert, supporting UAT, stakeholder communication, and change management.

Requirements

• Experience managing SAP SuccessFactors modules (e.g., Employee Central, Time Off, PMGM, LMS, RCM, Reporting) within large-scale organisation-wide implementations.
• Experience handling and maintaining employee data for large organisational databases.
• Familiarity with automation tools such as RPA, Microsoft Power Automate, and Microsoft Power Query is an added advantage.
• Strong analytical mindset with attention to detail, high energy level, and ability to manage multiple tasks effectively.
• Demonstrated ability to maintain strict confidentiality in all job-related matters.
• Able to work independently while collaborating effectively with various stakeholders
• Proficient in Microsoft Word, Microsoft Excel, and Microsoft PowerPoint.

Applicants who possess relevant experience for the above responsibilities are most welcome to apply. If you do not possess the above experience, your application will still be considered on individual merits, and you may be contacted for other opportunities.

Please submit your updated resume in MS Words format by using the APPLY NOW BUTTON

By submitting your personal data and/or resume, you give consent to collection, use and disclosure of your personal data and/or resume by the company (or its agent) for the purpose of the processing and administration by the company relating to this job application.

https://www.mci.com.sg/wp-content/uploads/2025/09/MCI-Job-Applicant-Data-Protection-Notice.pdf

We regret to inform that only shortlisted candidates would be notified.

Cheah Mei Ling (Stephanie)
Registration Number: R1988795
EA Licence No: 06C2859 (MCI Career Services Pte Ltd)

Administration of Local Training Activities     

• Collation of course nominations
• Process training applications
• Confirmation of training details
• Raise payment request for the payment and reimbursement of course fees
• Monitor attendance register, course attendance and perform course followup
• Monitor submission of post-training forms / reports / certificates / payments /results
• Provide training support for programmes
• Prepare of course materials
• Prepare in-house training venue
• Assist to prepare and submit funding/claim application

Maintenance of Learning Management System           

• Maintain training catalogue and training records in LMS
• Record of learning history upon training completion
• Prepare monthly training report and other reports requested by supervisors

Requirements:

• Minimum Diploma in any field
• Good to have prior HR experience / internship
• Those with 1 to 2 years of HR exp will be an advantage

Interested candidates, please send your resume to kevynhuang@recruitexpress.com.sg

Huang Jingsheng Kevyn (R1333338)
Recruit Express Pte Ltd (99C4599)

COMPANY DESCRIPTION

Singapore Management University is a place where high-level professionalism blends together with a healthy informality. The 'family-like' atmosphere among the SMU community fosters a culture where employees work, plan, organise and play together - building a strong collegiality and morale within the university.

Our commitment to attract and retain talent is ongoing. We offer attractive benefits and welfare, competitive compensation packages, and generous professional development opportunities - all to meet the work-life needs of our staff. No wonder, then, that SMU continues to be given numerous awards and recognition for its human resource excellence.

RESPONSIBILITIES

• Talent Strategy and Frameworks
• Drive diverse talent strategies to identify, develop and retain high-potential employees, ensuring a strong and sustainable succession pipeline for leadership and other critical roles.
• Formulate, design and implement talent management frameworks, policies and processes to support progressive and effective talent development practices.
• Continuously review and enhance talent management approaches in line with organisational needs and emerging HR best practices.
• Succession Planning and Talent Reviews
• Lead organisation-wide talent review and succession planning exercises to strengthen leadership bench strength and readiness.
• Partner with HR Business Partners and senior leaders to identify high-potential employees and critical talent pools.
• Facilitate calibration and talent discussions to ensure consistency and rigour in talent identification and development planning.
• Leadership and Talent Development
• Design and implement leadership and talent development initiatives to accelerate the growth of high-potential employees and emerging leaders.
• Identify development interventions such as leadership programmes, mentoring, coaching and stretch assignments.
• Monitor the effectiveness of development initiatives and recommend improvements where needed.
• Stakeholder Engagement
• Engage and partner senior management across all phases of talent management, including talent identification, assessment, development and succession planning.
• Provide strategic advice and insights to leadership on strengthening organisational capability and leadership pipeline.
• Talent Analytics and Insights
• Synthesise and analyse talent data across multiple sources to generate insights and support data-driven decision making in talent reviews and workforce planning.
• Oversee dashboards and reports to track key talent indicators such as leadership readiness, bench strength and mobility trends.
• Benchmark talent management practices against industry trends and best practices.
• Drive improvements in talent processes, tools and employee development experiences.
• Other Responsibilities
  • Undertake any other duties or projects as assigned by the reporting manager, in support of organisational priorities.

• Professional Qualifications & Experience
• Degree qualified, preferably in Human Resources (HR), Business Administration or related discipline.
• Minimum 7 years' HR experience, with relevant experience in Talent Management and/or Leadership Development.
• Proven experience working with senior and executive leadership teams in complex, diverse stakeholder environments.
• Strong analytical and problem-solving capabilities with experience in talent insights.
• Excellent communication and facilitation skills.
• Talent Management and Succession Planning Frameworks - Ability to design and implement talent identification, leadership and succession development frameworks.
• Leadership and Capability Development - Able to design and delivering leadership development initiatives to build organisational capability and support leadership readiness.
• Talent Assessment - Strong understanding of talent assessment methodologies such as potential assessment and leadership readiness evaluation.
• Performance and Talent Review Processes - Ability to facilitate talent review and calibration discussions, ensuring alignment between performance outcomes and talent development decisions.
• Project Management - Strong ability to plan, organise, coordinate, multi-task and prioritise under pressure with minimal direction; adept at managing stakeholders.
• Data Analysis & Reporting - Able to analyse talent data, interpret trends and generate insights to support recommendations for decision-making.
• Strategic Thinking - Able to translate organisational priorities into talent strategies and programmes that strengthen leadership pipelines and organisational capability.
• Communication - Strong written and verbal communication skills, with the ability to present complex talent insights clearly to senior stakeholders.
• Collaboration & Stakeholder Management - Able to engage and advise senior leaders on talent decisions, build trusted relationships and foster cross-functional collaboration, with HR Business Partners and other stakeholders to embed talent management practices across the organisation.
• Facilitation and Advisory Skills - Strong facilitation skills to guide talent review discussions, calibration exercises and leadership conversations on talent development.

#LI-KC1

Candidates who do not possess the stipulated qualifications but have relevant work experience may still apply. Remuneration and appointment terms shall commensurate with qualifications and experience. SMU reserves the right to modify the appointment terms where necessary.

Job description:

• Handle end-to-end recruitment including job postings, screening, interviews, onboarding, and exit interviews.

• Manage HR systems, employee records, and ensure data accuracy and statutory compliance.

• Administer payroll, attendance, and employee leave records accurately and timely.

• Process foreign worker matters including WP, SP, EP, visas, insurance, bonds, accommodation, home leave, and repatriation in compliance with MOM regulations.

• Prepare and manage employment documentation such as contracts, appointment, promotion, transfer, disciplinary, and termination letters.

• Administer company insurance, licenses, and medical/dental insurance claims.

• Handle employee relations issues including grievances, counselling, and disciplinary actions.

• Coordinate training, induction programmes, and statutory training requirements.

• Liaise with government agencies (e.g. MOM, IRAS, BCA) including IR8A and surveys.

• Plan and support staff welfare and recreational activities.

• Perform other HR and administrative duties as assigned.

Requirements:

• Diploma or Degree in Business, Human Resource Management, or related field.

• Minimum 1 year of HR generalist experience.

• Proficient in Microsoft Office applications.

• Positive and proactive attitude with good interpersonal skills.

Job Details:

• Location: Central-east region
• Working Hours: Working hours : Monday to Friday, 8:30 AM to 5:30 PM
• Contract: 1 yr contract (with potential for conversion)

Roles and Responsibilities:

• Learning Needs & Planning – Partner with stakeholders to identify learning needs and conduct annual training needs analysis to develop the company’s Learning Plan.

• Training Program Management – Coordinate, organize, and administer in-house and external training programs, including orientation for new employees, ensuring compliance with regulatory and corporate requirement

• Vendor & Contract Management – Source and manage external training providers, negotiate agreements, and handle contract administration in consultation with Corporate Legal

• Budget & Grants Administration – Prepare and monitor training budgets; manage training grants, claims, and training bonds

• Evaluation & Reporting – Conduct post-training assessments, monitor training effectiveness, and generate utilization reports

• Policy & Ad-hoc Support – Update training materials and calendars, address employee queries on training policies

Requirement:

• Degree in Human Resource Management, Business Studies, or a related field.
• 5–8 years of experience in L&D

Interested candidate please click "APPLY" to begin your job search journey and submit your CV directly through the official PERSOL job application platform - GO Mobile.

We regret to inform that only shortlisted candidates will be notified.

By sending us your personal data and curriculum vitae (CV), you are deemed to consent to PERSOL Singapore Pte Ltd and its affiliates to collect, use and disclose your personal data for the purposes set out in the Privacy Policy available at https://www.persolsingapore.com/policies. You acknowledge that you have read, understood, and agree with the Privacy Policy.

PERSOL Singapore Pte Ltd • RCB No. 200007268E • EA License No. 01C4394 • EA Registration No. R23117223 (Poh Siew Ling)

Job Profile Summary

Responsiblefor partnering with the business to define, design and implement various peopleinitiative in collaboration with other HR functions that positively impact theorganization's performance and or culture. The Manager, Human Resources willplay a key role in driving the execution of HR strategies at the country levelwhile ensuring alignment with regional and global objectives. This rolecombines both strategic partnership and operational excellence, overseeingend-to-end HR functions and acting as a trusted advisor to business leaders.

JobDescription:

·      Partner with business leaders toshape and drive people strategies aligned with country and regional businessobjectives.

·      Support and drive the developmentand execution of HR strategies and initiatives, assisting with specificprojects and tasks.

·      Advise business leaders onorganizational design, workforce planning, and change management to enablebusiness growth and transformation.

·      Oversee end-to-end HR operations,ensuring efficient, compliant, and high-quality service delivery

·      Lead the localization and governanceof HR policies in compliance with local regulations and best practices.

·      Drive talent strategies includingtalent assessment, succession plan, leadership development, and capabilitybuilding.

·      Champion a high-performance andengaged culture through effective employee experience and engagementinitiatives.

·      Provide strategic oversight onemployee relations, ensuring fair, consistent, and risk-mitigated outcomes.

·      Lead and contribute to HR projects,change initiatives, and continuous improvement efforts.

·      Leverage HR data and insights toinfluence decision-making and continuously improve organizationaleffectiveness.

·      Collaborate with regional HR teams,COEs, and external partners to ensure seamless HR delivery.

Qualifications& Experience

• Bachelor’s degree in a relevant field; Or equivalent combination of education and experience will be considered.
• Typically 8–12 years of relevant HR experience, with significant exposure to HR business partnering and country-level HR leadership.
• Proven track record in shaping and executing HR strategies aligned with business objectives.
• Demonstrated experience in organizational development, workforce planning, and leading change initiatives.
• Strong expertise in talent management, including leadership development, succession planning, and strategic hiring.
• Sound knowledge of employee relations with the ability to manage complex and sensitive matters.
• Good understanding of local labor laws and regulatory requirements.
• Strong stakeholder management and influencing skills, with the ability to work effectively across all levels of the organization.
• Analytical mindset with the ability to leverage HR data and insights for decision-making.
• Excellent communication, problem-solving, and interpersonal skills.
• Demonstrated learning agility and a commitment to continuous improvement and staying current with HR trends.

Contingent Talent Partner – APAC

THISIS A 1 YEAR PARENTAL COVER CONTRACT WITH POTENTIAL FUTURE PROSPECTS SHOULD YOUDO WELL

Hiring Company

The company is a Global Technology Firm with a very strong contingent workforce program across the region.

Overview

This role supports the strategy and operations of contingent workforce hiring across APAC, including temporary staff, independent contractors, and vendor workers. You’ll partner with hiring managers and external suppliers to ensure smooth, compliant hiring processes while delivering a strong experience for all stakeholders.

Key Responsibilities

• Partner with hiring managers, suppliers, and contingent workers across multiple APAC markets
• Manage multiple contingent hiring requests with strong responsiveness and quality support
• Advise stakeholders on sourcing strategies and appropriate workforce classification
• Collaborate with Legal, Finance, and HR to ensure compliant hiring practices
• Draft job descriptions, review candidates, and coordinate the selection process
• Run training and orientation sessions for contingent workers
• Support contractor agreements, onboarding, performance management, and offboarding
• Manage supplier relationships and monitor performance
• Analyze workforce data and provide insights to support hiring decisions

Requirements

• 4+ years’ experience in contingent hiring, staffing, recruiting, and HR
• Familiarity with contractor management programs (client-side or via MSP)
• Knowledge of APAC labor laws related to contingent workforce
• Experience with VMS tools (e.g. Beeline)
• Strong data analysis and stakeholder management skills
• Good prioritization, problem-solving, and communication abilities
• Proficiency in Google Workspace tools

Contingent Talent Partner – APAC

THISIS A 1 YEAR PARENTAL COVER CONTRACT WITH POTENTIAL FUTURE PROSPECTS SHOULD YOUDO WELL

Hiring Company

The company is a Global Technology Firm with a very strong contingent workforce program across the region.

Overview

This role supports the strategy and operations of contingent workforce hiring across APAC, including temporary staff, independent contractors, and vendor workers. You’ll partner with hiring managers and external suppliers to ensure smooth, compliant hiring processes while delivering a strong experience for all stakeholders.

Key Responsibilities

• Partner with hiring managers, suppliers, and contingent workers across multiple APAC markets
• Manage multiple contingent hiring requests with strong responsiveness and quality support
• Advise stakeholders on sourcing strategies and appropriate workforce classification
• Collaborate with Legal, Finance, and HR to ensure compliant hiring practices
• Draft job descriptions, review candidates, and coordinate the selection process
• Run training and orientation sessions for contingent workers
• Support contractor agreements, onboarding, performance management, and offboarding
• Manage supplier relationships and monitor performance
• Analyze workforce data and provide insights to support hiring decisions

Requirements

• 4+ years’ experience in contingent hiring, staffing, recruiting, and HR
• Familiarity with contractor management programs (client-side or via MSP)
• Knowledge of APAC labor laws related to contingent workforce
• Experience with VMS tools (e.g. Beeline)
• Strong data analysis and stakeholder management skills
• Good prioritization, problem-solving, and communication abilities
• Proficiency in Google Workspace tools

Job Details:

• Location: Central-east region
• Working Hours: Working hours : Monday to Friday, 8:30 AM to 5:30 PM
• Contract: 1 yr contract (with potential for conversion)

Roles and Responsibilities:

• Learning Needs & Planning – Partner with stakeholders to identify learning needs and conduct annual training needs analysis to develop the company’s Learning Plan.

• Training Program Management – Coordinate, organize, and administer in-house and external training programs, including orientation for new employees, ensuring compliance with regulatory and corporate requirement

• Vendor & Contract Management – Source and manage external training providers, negotiate agreements, and handle contract administration in consultation with Corporate Legal

• Budget & Grants Administration – Prepare and monitor training budgets; manage training grants, claims, and training bonds

• Evaluation & Reporting – Conduct post-training assessments, monitor training effectiveness, and generate utilization reports

• Policy & Ad-hoc Support – Update training materials and calendars, address employee queries on training policies

Requirement:

• Degree in Human Resource Management, Business Studies, or a related field.
• 5–8 years of experience in L&D

Interested candidate please click "APPLY" to begin your job search journey and submit your CV directly through the official PERSOL job application platform - GO Mobile.

We regret to inform that only shortlisted candidates will be notified.

By sending us your personal data and curriculum vitae (CV), you are deemed to consent to PERSOL Singapore Pte Ltd and its affiliates to collect, use and disclose your personal data for the purposes set out in the Privacy Policy available at https://www.persolsingapore.com/policies. You acknowledge that you have read, understood, and agree with the Privacy Policy.

PERSOL Singapore Pte Ltd • RCB No. 200007268E • EA License No. 01C4394 • EA Registration No. R23117223 (Poh Siew Ling)

Senior HR Executive (HR Operations & Automation)

Role Summary

The Senior HR Executive supports day‑to‑day HR operations for KWE‑APLL Technology Services, with a strong focus on HR process automation, workflow optimisation, and data accuracy. Reporting to the HR Manager, the role is responsible for ensuring efficient employee lifecycle management while actively designing, implementing, and maintaining automated HR processes using tools such as Power Automate and digital forms.

This role is ideal for an HR professional who is hands‑on in operations and proactive in reducing manual work through automation.

Key Responsibilities

1. HR Operations & Employee Lifecycle

• Execute end‑to‑end onboarding and offboardingprocesses, including documentation, system updates, and coordination withinternal stakeholders
• Maintain accurate and up‑to‑dateemployee records in HR systems, SharePoint lists, and digital filing systems
• Prepare HR documentation such as employmentcontracts, confirmation letters, and HR correspondence
• Ensure data accuracy across HR records,particularly where automated workflows are involved

2. HR Automation & Process Improvement

• Design, build, and maintain HR automationworkflows using tools such as Power Automate, Microsoft Forms, SharePoint, and HR systems
• Automate HR processes including (but not limited to): Onboarding and offboarding workflows, HR approvals (e.g. recruitment requests), employee data updates and notifications
• Review existing HR processes to identify opportunities for automation, simplification, and standardisation
• Troubleshoot, test, and improve automation flows to ensure reliability and data integrity
• Partner with the HR Manager to support ongoing HR system enhancements and digital initiatives

3. Work Pass & Statutory Administration

• Manage work pass applications, renewals, cancellations, and related submissions with government authorities
• Ensure compliance with employment regulations and statutory requirements

4. Payroll & Vendor Coordination

• Liaise with external payroll vendors to support monthly payroll processing
• Compile and verify payroll inputs, including new hires, resignations, leave, claims, and variable payments
• Follow up on payroll discrepancies and address payroll-related employee queries

5. HR Data & Reporting

• Support HR data entry, validation, and HR analytics
• Maintain structured data sources (e.g.SharePoint lists, spreadsheets) that support automated workflows
• Prepare operational HR reports as required

6. General HR Support

• Provide operational and administrative support to the HR Manager
• Serve as a first point of contact for employee HR queries, ensuring timely and professional responses
• Support the maintenance of the company’s LinkedIn page, including coordination of content updates and basic page administration.
• Handle confidential information with discretion and accuracy

Requirements

Qualifications & Experience

• Diploma or Degree in Human Resources, BusinessAdministration, or a related field
• Minimum 3–5 years of hands‑onHR operations experience
• Demonstrated experience using Power Automate orsimilar automation/ workflow tools in a work environment
• Experience in work pass administration andpayroll coordination preferred
• Strong attention to detail, particularly in datahandling and automated processes
• Proactive and comfortable working in a fast‑paced,evolving environment

KEY ACCOUNTABILITIES

The Senior Manager / Assistant Director – Talent Development & Acquisition is responsible for building a high-performing, future-ready talent pipeline for Eastspring Investments Singapore and supporting broader firmwide priorities, in partnership with the Head of Talent, Learning, Leadership & Culture.

The role leads key talent development initiatives across the employee lifecycle, including the design and delivery of critical talent programs, ownership of the EI Graduate Programme, and the ongoing modernization of talent acquisition strategies and tools.

This role combines strategic talent architecture with hands-on program execution, leveraging data, technology, and market insights to strengthen internal capability, accelerate career growth for high-potential employees, and improve hiring outcomes through scalable and differentiated talent acquisition approaches.

1) Firmwide Talent Development Strategy & Execution

• Translate business strategy into a talent development plan that strengthens capability, leadership depth, and mobility across functions.

• Design and deliver development approaches that span career pathways, capability frameworks, and targeted interventions for priority populations (e.g., investment, distribution, product, operations, risk).

• Develop and maintain role-based capability models (technical + leadership + enterprise behaviours) aligned to Eastspring’s culture and performance expectations.

• Partner with HRBPs and business leaders to identify capability gaps and build pragmatic development solutions (blended learning, on-the-job experiences, cohort programs, rotations, mentoring).

• Embed development into core people processes (performance, succession, internal mobility, talent reviews), ensuring consistency and adoption.
  

2) EI Graduate Programme – End-to-End Ownership

• Own the EI Graduate Programme strategy, positioning, and annual delivery plan (design, attraction, selection, onboarding, rotations, development curriculum, community building).

• Lead stakeholder management with business sponsors, hiring managers, rotation hosts, and HR partners to ensure consistently high-quality graduate experience.

• Create and run a structured graduate journey including:

• onboarding and induction

• rotational planning and governance

• learning roadmap (core and role-specific)

• mentorship/buddy framework

• performance checkpoints and feedback loops

• project-based learning and exposure to senior leaders

• Track graduate outcomes and continuously improve programme effectiveness (retention, performance, time-to-productivity, placement success, internal mobility).

• Act as the “face” of the programme internally and externally supporting employer branding, campus engagement, and candidate experience.
  

3) Talent Acquisition Strategy, Modernization & Technology Enablement

• Partner with Group TA colleagues/HR and hiring leaders to modernize talent acquisition by improving processes, tools, assessment rigor, and candidate experience.

• Advance technology use in TA, including (as applicable):

• ATS optimization, workflow automation, and analytics dashboards,

• structured interviewing and assessment toolkits,

• enhanced sourcing approaches (talent mapping, pipelining, market intelligence),

• stronger employer branding narratives and content strategy.

• Build scalable practices that improve quality-of-hire and reduce time-to-fill for priority roles, ensuring governance and consistency.

• Provide advisory support to hiring managers on selection decisions, assessment quality, and inclusive hiring practices.
  

4) Talent Management, Succession & Internal Mobility Enablement

• Support annual talent review processes by strengthening calibration, identifying critical roles, and building actionable development plans for high potentials and successors.

• Drive internal mobility practices by improving visibility of opportunities, career pathways, and practical mechanisms to enable movement across teams.

• Enable leaders to have better career and development conversations through tools, training, and structured templates.
  

5) Stakeholder Partnership & Culture Enablement

• Build strong partnerships with senior leaders, HRBPs, and COEs to ensure talent initiatives are adopted and sustained.

• Contribute to culture and leadership priorities—helping embed desired behaviours through talent programs, selection approaches, and development pathways.

• Represent the talent agenda with professionalism, credibility, and strong business acumen, influencing without authority.
  

6) Data, Insights & Governance

• Establish KPIs and dashboards to measure effectiveness and ROI of development and acquisition efforts.

• Use data and employee insights to refine programs (participation, completion, promotion/readiness, retention, engagement, hiring funnel conversion, candidate NPS).

• Ensure strong governance, documentation, and risk management (e.g., consistent assessment, fair selection practices, compliance with internal policies).

• Conduct annual Search Partner review together with HRBPs

• Responsible for onboarding/offboarding Search Partners in Coupa procurement system

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SKILLS & CAPABILITIES

• Strong end-to-end understanding of talent development and talent acquisition disciplines.

• Program design expertise needs analysis → design → delivery → measurement → continuous improvement.

• Advanced stakeholder management skills with ability to influence senior leaders.

• Strong project/program management discipline (planning, governance, risk management, delivery excellence).

• Data-driven mindset: able to translate analytics into practical decisions and clear narratives.

• High standards for candidate/employee experience; customer-centric design approach.

• Confident communicator: clear, structured, credible with senior audiences.

• Talent development frameworks: capability building, leadership development, high-potential programs, career pathways.

• Graduate/early careers program design and management.

• Talent acquisition modernization: structured interviewing, assessment methodology, talent mapping/pipelining.

• HR tech literacy: ATS/HRIS reporting, workflow design, process optimization (comfort with digital tools).

• Understanding of governance, fairness, and risk considerations in hiring and talent decisions.
  

PERSONAL ATTRIBUTES

• Practical, hands-on “builder” who can create structure from ambiguity and deliver at pace.

• Strong judgement and discretion; trusted partner to leaders.

• Continuous improvement mindset: curious, market-aware, and willing to test-and-learn.

• Collaborative and resilient; comfortable operating across competing priorities.

• Comfortable working in a dynamic, fast-paced environment with a continuous improvement mindset

• Loves working in a team environment and is a great team player
  

EXPERIENCE / QUALIFICATIONS

• 8–12+ years of progressive experience in Talent Development, Talent Management, Learning, Early Careers, and/or Talent Acquisition (in-house HR/COE experience strongly preferred).

• Proven experience designing and running graduate/early careers programmes end-to-end.

• Demonstrated track record modernizing TA practices and/or implementing improvements to TA technology/processes.

• Experience within financial services / asset management / professional services environments is advantageous (but not essential with strong transferable capability).

• Bachelor’s degree required; relevant professional certifications (e.g., IHRP, SHRM, CIPD) advantageous.

About Us:

KINGFISHER HR SOLUTIONS GROUP, founded in 2003, is a global one-stop HR solutions provider offering services in Executive Search, Talent Search, RPO, EOR, Career Development, Career Education, and Overseas HR solutions. With branches across Asia Pacific and Europe- including Singapore, Kuala Lumpur, Tokyo, Mumbai, Amsterdam, and more- KINGFISHER supports clients in diverse industries such as manufacturing, healthcare, tech, retail, finance, and legal. Backed by a talent pool of over 5 million, we serve 600+ key accounts globally.

Key Responsibilities

• Identify and convert business opportunities in the Singapore market to drive growth.
• Proactively engage clients through face-to-face meetings, virtual interactions, and consistent follow-ups.
• Build and maintain strong, long-term relationships with clients, candidates, and key industry stakeholders.
• Promote the company’s HR solutions and enhance employer branding across digital and traditional platforms.
• Represent the company at industry events, networking sessions, and career fairs
• Plan, manage, and optimise digital marketing campaigns via platforms such as Google Ads, LinkedIn, JobStreet, and MyCareersFuture.
• Tailor proposals to meet client needs and confidently lead commercial negotiations.

Qualifications & Experience

• Bachelor’s degree in Business, Marketing, IT, or related field
• 3-4 years’ experience in BD, recruitment, or HR solutions, preferably in tech industry
• Familiar with cross-border operations in ASEAN and Singapore’s FTAs
• Experience in multicultural or regional consulting firms preferred
• Open to local/regional travel for client meetings and events

Join Us

If you're a driven and strategic professional seeking to create meaningful impact in a dynamic global organization, we welcome you to be part of our growth journey.

EA Reg. No.: R22109527 | EA Licence: 17C8713

We are seeking a Talent Acquisition Executive to join our team. In this role, you will be a key part of our recruitment efforts, responsible for sourcing and identifying talented individuals who can help us meet our hiring targets. You'll work closely with hiring managers to understand their needs, find the right candidates, and keep the recruitment process running smoothly.

This role is centered around sourcing top talent to fill various positions across the organization. You’ll also be responsible for ensuring progress is tracked and reported in a timely manner, helping the team stay aligned with our hiring goals.

Key Responsibilities:

• Partner with hiring managers to understand the specific hiring needs and job requirements.
• Proactively source candidates through various channels, including job boards, social media, and networking, to build a strong pool of talent.
• Review resumes, engage with potential candidates, and ensure a good match for each role.
• Maintain clear and open communication with hiring managers to keep them updated on sourcing progress.
• Provide regular, timely reports on sourcing activity and results, ensuring alignment with hiring targets.
• Track and meet hiring targets, with an emphasis on quality and timely placement.
• Foster a positive candidate experience throughout the sourcing process.
• Contribute ideas to improve sourcing strategies and candidate engagement.

Requirements:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Experience in a sourcing or recruitment role is preferred, but not mandatory.
• Comfortable working with targets and able to manage multiple recruitment needs at once.
• Strong communication skills with an ability to connect with candidates and hiring managers.
• Familiarity with sourcing tools like LinkedIn and job boards is an advantage.
• Organized, proactive, and results-oriented, with a focus on meeting deadlines.
• Knowledge of Singapore’s employment laws is a plus.

Why Join Us:

• Attractive Incentives: You’ll be rewarded for your success in exceeding recruitment targets.
• Opportunities for career growth and personal development.
• Competitive salary and benefits package

Job summary

Join Skills Development Academy as a Talent Acquisition Executive – Build a Winning Team!

Key selling points

• Basic + High Incentive
• Great career progression with positive and vibrant environment
• Exciting & Fast-Paced Creative Environment

Roles & Responsibilities

Key Responsibilities:

· Manage end-to-end recruitment, including job postings, shortlisting, interviewing, and onboarding.

· Handle HR operations such as preparation of employment contracts, work pass applications/renewals.

· Support payroll administration and ensure timely and accurate submissions.

· Administer employee benefits, leave management, and insurance matters.

· Provide advice on HR policies, procedures, and employment regulations.

· Assist in performance management processes and employee engagement initiatives.

· Manage employee relations, handling inquiries and resolving workplace issues fairly and professionally.

· Support training & development programs and track training records.

· Prepare HR reports and assist in audits or compliance reviews.

Requirements

· Diploma/Degree in Human Resources, Business Administration, or related field.

· 2–4 years of HR generalist experience, preferably in a fast-paced environment.
· Strong knowledge of Singapore’s Employment Act and HR best practices.

· Experience in HR operations, recruitment, and payroll administration.

· Proficient in Microsoft Office and HRIS systems.

· Excellent communication and interpersonal skills.

· Meticulous, organized, and able to manage multiple tasks independently.

· A team player with strong problem-solving skills and discretion in handling confidential matters.

Job Description & Requirements

We are looking for a reliable and detail-oriented HR Assistant to support the HR team in daily operations. The role involves administrative tasks, employee support, and assisting in HR processes to ensure smooth workflow within the organization.
Key Responsibilities:

Assist in recruitment activities, including job postings, interview scheduling, and onboarding.

Maintain employee records and HR databases accurately.

Support payroll preparation and benefits administration.

Handle employee inquiries regarding HR policies, leave, and benefits.

Assist in performance appraisal documentation and training coordination.

Prepare HR reports and documentation as needed.

Support compliance with employment regulations and internal HR policies.

Requirements:

Diploma or Degree in Human Resources, Business Administration, or related field.

1–3 years of experience in HR or administrative roles preferred.

Basic knowledge of Singapore employment laws and HR practices.

Proficient in Microsoft Office.

Strong organizational skills and attention to detail.

Good communication skills.

Able to handle confidential information professionally.

Roles & Responsibilities

Key Responsibilities:

· Develop and implement HR strategies, policies, and procedures in line with business objectives.

· Oversee end-to-end recruitment and retention strategies for all levels of staff.

· Manage payroll, benefits administration, and HRIS systems to ensure accuracy and compliance.

· Lead performance management processes, employee appraisals, and career development initiatives.

· Provide guidance on employee relations issues, resolving conflicts and ensuring a positive work environment.

· Ensure compliance with Singapore employment laws and regulations.

· Manage HR metrics and reporting to support decision-making.

· Coach and mentor the HR team, fostering a culture of continuous improvement and professional development.

· Support organizational development, change management, and employee engagement programs.

Requirements

· Bachelor’s Degree in Human Resources, Business Administration, or related field.
· Minimum 4–6 years of HR experience, with at least 2 years in a managerial role.

· Strong knowledge of Singapore employment laws, HR best practices, and payroll administration.

· Proven experience in recruitment, performance management, employee relations, and HR strategy.

· Excellent communication, leadership, and interpersonal skills.

· Ability to handle confidential information with discretion.

Proactive, results-driven, and able to manage multiple priorities effectively.

Roles & Responsibilities

We are seeking for HR Manager to lead and oversee our human resources functions. The HR Manager will play a key role in driving people strategies, ensuring compliance with Singapore employment regulations, and building a positive work culture.

Responsibilities:

· Develop, implement, and review HR policies and procedures in line with local employment laws.

· Manage end-to-end recruitment, including workforce planning, job postings, interviews, and onboarding.

· Oversee compensation, benefits, and payroll administration in compliance with statutory requirements.

· Drive performance management processes, including appraisals, feedback, and employee development plans.

· Provide HR advisory support to management and employees on all HR-related matters.

· Manage employee relations, conflict resolution, and grievance handling.

· Design and implement learning & development initiatives to support staff growth.

· Lead employee engagement programs to foster a positive workplace culture.

· Prepare HR reports, track KPIs, and provide insights to senior management for decision-making.

· Ensure compliance with MOM regulations, work pass applications/renewals, and other statutory submissions.

Job Requirements:

· Bachelor’s degree in Human Resource Management, Business Administration, or a related field.

· At least 8 years of HR experience and at least 5 years of managing role.
· Strong knowledge of Singapore Employment Act and HR best practices.

· Proven track record in recruitment, employee relations, and HR policy implementation.

· Excellent interpersonal and communication skills, both in English (and Chinese if required for business needs).

· Strong problem-solving, conflict-resolution, and decision-making skills.

· Ability to work independently and as part of a leadership team.

· Proficiency in HRIS systems and MS Office (Excel, Word, PowerPoint).

· Certification (e.g., IHRP, SHRM, CIPD) will be an advantage.

Company Overview

Assurance Technology Pte Ltd is a leading healthcare IT partner in Singapore, providing Clinic Assist software since 1995. We collaborate closely with clinicians to deliver robust, feature-rich healthcare solutions that enhance clinical workflows and patient care.

Job Summary

Support accounting and human resources functions by managing financial transactions, client communications, employee records, and HR processes to ensure operational efficiency and compliance.

Responsibilities

• Communicate with customers to resolve account-related inquiries and ensure accurate billing
• Prepare and issue customer invoices and follow up on overdue payments to maintain cash flow
• Create client quotations to support sales and service agreements
• Perform bank reconciliations and monitor bank transactions to ensure financial accuracy
• Accurately record all payments and receipts and submit financial records to external accountants
• Coordinate with external auditors and relevant agencies to facilitate audits and compliance
• Maintain employee records and documentation to support HR administration
• Prepare and issue offer letters and employment contracts to onboard new hires
• Manage onboarding and offboarding processes to ensure smooth employee transitions
• Handle work pass applications and renewals to comply with regulatory requirements
• Track employee attendance and leave records to support payroll and workforce management
• Provide timely payroll support to ensure accurate employee compensation
• Manage internal HR communications to keep staff informed and engaged
• Assist in organizing staff activities and welfare initiatives to promote workplace morale
• Perform other ad-hoc duties as assigned to support team and organizational needs

JobRequirements

• Diploma in Accounting, Human Resource Management, Business Administration, or related field
• Preferably with relevant experience in both HR and accounting roles
• Responsible, well-organised, and able to handle confidential information with integrity
• Strong communication and coordination skills
• Committed and proactive in managing assigned responsibilities

COMPANY DESCRIPTION

Singapore Management University is a place where high-level professionalism blends together with a healthy informality. The 'family-like' atmosphere among the SMU community fosters a culture where employees work, plan, organise and play together - building a strong collegiality and morale within the university.

Our commitment to attract and retain talent is ongoing. We offer attractive benefits and welfare, competitive compensation packages, and generous professional development opportunities - all to meet the work-life needs of our staff. No wonder, then, that SMU continues to be given numerous awards and recognition for its human resource excellence.

RESPONSIBILITIES

• This position is for Institute of Innovation & Entrepreneurship (IIE).
• Programme Development & Delivery
  • Translate Ministry of Education and university talent priorities into structured programme frameworks, delivery models, and clear operating processes to support consistent delivery and RIE2030 reporting needs.
  • Manage the end-to-end strategy, governance, and delivery of innovation & entrepreneurship talent development programmes, such as overseas and local internships, student venture capital training and for-credit courses, for delivery readiness.
  • Lead curriculum design, student selection cycles and stakeholder inputs to deliver high quality learning outcomes and participant experience.
  • Develop outreach and communications efforts (internal marketing, briefings, and collateral) to increase programme awareness and student participation across regional and global ecosystems.
  • Maintain audit-ready documentation and ensure compliance with university policies and relevant regulatory requirements.
  • Track programme metrics (inputs, outcomes, feedback) and prepare regular updates and post-programme reports for programme leadership and management decision-making.
• Student Leadership & Club Development
  • Lead the review and execution of a revised student club engagement and empowerment model.
  • Support student innovation and entrepreneurship clubs through programme planning guidance, governance coordination, and operational support, including periodic reviews and reporting.
• Financial Stewardship & Fundraising
  • Lead budget planning and financial management across training programmes, ensuring transparent and optimal utilisation of grants, donations, and sponsorships in line with institutional standards.
• Stakeholder Engagement & Ecosystem Partnerships
  • Manage day-to-day engagement with internal and external stakeholders (students, faculty, industry partners, investors, sponsors, ecosystem organisations), ensuring timely follow-ups and issue resolution.
  • Prepare and consolidate briefs, proposals, partnership updates, and presentation materials for programme directorates and senior stakeholders.
  • Monitor relevant innovation and entrepreneurship trends and share practical insights to support programme planning and engagement approaches.
  • Identify and steward a portfolio of internal and external partnerships spanning students, faculty, industry partners, investors, sponsors, and ecosystem organisations.
• Other duties as assigned.

• Bachelor's degree required; postgraduate qualification and specialization in education, business, and/or related fields preferred.
• 8-12 years of relevant experience in education, training programmes, innovation ecosystems, or related domains, with senior level responsibility.
• Strong interest in the innovation and entrepreneurship ecosystem, with awareness of key industry trends and ecosystem players.
• Knowledge and experience in experiential learning / talent development programme design and delivery
• Working knowledge of budgeting, grant administration and financial management principles (including reporting requirements and controls).
• Effective project management and organisational skills—able to plan, track, and deliver multiple workstreams under tight timelines.
• Internal and external stakeholder management skills, with strong written and verbal communication and presentation skills.
• Ability to operate independently with minimal direction, prioritise well, and deliver in high-pressure/high-expectation situations.
• Sound attention to detail with good documentation habits to support audit readiness and compliance.
• Ownership and accountability; acts with urgency and follows through on commitments.
• Humility, authenticity, high standards, and outcome driven.
• Team-oriented and collaborative; able to work across functions and support student-facing initiatives professionally.
• Network in regional/global innovation & entrepreneurship ecosystem will be an advantage.
• Experience as an educator/mentor to youth would be an an advantage.

#LI-JN2

Candidates who do not possess the stipulated qualifications but have relevant work experience may still apply. Remuneration and appointment terms shall commensurate with qualifications and experience. SMU reserves the right to modify the appointment terms where necessary.

We are looking for an experienced and self-driven Senior Manager, Talent Development for one of our shipping clients. Reporting to the Head of HR, the Senior Manager, Talent Development will lead strategic initiatives in workforce capability building, leadership development, succession planning, and employee engagement.

The ideal candidate would have proven track record in shaping a high-performance culture, drives continuous learning, strengthen leadership pipelines and creates meaningful employee experiences.

Key Responsibilities

Talent Development & Learning Strategy

• Lead the design and execution of company-wide skill development and upskilling frameworks.
• Drive and conduct leadership and management training programs aligned with business strategy and future capabilities.
• Oversee career planning and personal development initiatives to support individual growth and internal mobility.
• Manage the Young Talent Development and Management Trainee Programme to build a strong leadership pipeline.
• Oversee and refine onboarding and orientation programs to ensure seamless integration of new hires.
• Conduct strategic learning needs analysis and develop individual development plans for succession readiness.

Employee Experience & Engagement

• Champion a positive and inclusive workplace culture that reflects company values and supports employee well-being.
• Design and implement employee engagement strategies, including 360-degree feedback, surveys, and action planning.
• Partner with business leaders to identify and address organizational development needs.
• Use data-driven insights to continuously improve the employee lifecycle experience.
• Any other duties as assigned.

Requirements

• Degree in HR, Psychology, Business, or a related discipline
• Around 8+ years of experience in HR, with strong exposure to learning & development and employee engagement
• Proven track record in leading talent programmes and cross-functional initiatives
• Strong stakeholder management and communication skills
• Experience in leadership development, talent frameworks, and culture transformation
• Comfortable working in a regional / global environment
• Proficiency in English and Chinese to engage diverse stakeholders that are based in Singapore and China.

To apply, please send your CV to talentagent@innergy-consulting.com.

We regret that only shortlisted candidates will be notified. Thank you for your understanding.