Job Description

MAIN ACTIVITIES/TASKS

• Advise management, HR department and internal stakeholders on historical, current and future projected HR trends, influences, benchmarking, legal advisories and best practices within and beyond the early childhood industry
• Direct targets for HR effectiveness and excellence
• Liaise with industry and internal stakeholders, including management and line managers, to map talent needs, critical skills and competencies, and succession planning required in alignment with overall current and future business strategies
• Formulate and drive strategies in relation to manpower staffing, career progression, rotation and talent pipeline sustainability
• Develop, oversee enforcement and lead annual enhancement review of HR policies, procedures and communication materials / channels to ensure alignment with organizational goals and strategies, as well as compliance with prevailing legislation
• Conceptualize and spearhead innovative HR practices, enhancements and solutions to support organizational needs, business excellence and evolvement
• Drive HR risk management identification, framework and strategies formulation, implementation and evaluation
• Establish and govern budgeting plans, cost-analysis, financial forecasts, expenditure and resource allocation for all HR functions, projects, initiatives and operations
• Formulate, propose and drive the establishment and actualization of the Company\xe2\x80\x99s EVP philosophy and strategy
• Spearhead actions to evaluate performance effectiveness and achieve public recognition of Company\xe2\x80\x99s EVP
• Oversee end-to-end recruitment process and operations, including but not limited to sourcing, interviewing, offer negotiation, hiring decision-making, and on-boarding procedures.
• Participate in interviews involving candidates for middle management roles and above to assess and provide recommendations
• Formulate, propose and lead the pursuit of innovative recruitment strategies and campaigns
• Lead partnerships with external partners on collaborative recruitment initiatives
• Develop, propose and drive implementation of organization-wide competencies framework
• Lead the establishment of a robust organization-wide learning development culture and strategic plan
• Oversee partnerships with internal teams / consultants / external vendors to organize and / or customize effective training programmes
• Oversee the development, implementation and evaluation of strategies to enable new hires to effectively acclimatize into organisation
• Develop and drive the implementation and evaluation of strategies and initiatives for talent management, leadership development and succession planning in alignment with organisational strategies and objectives
• Formulate and drive the implementation and evaluation of Company\xe2\x80\x99s performance appraisal system that effectively aligns with organizational goals and strategies
• Counsel the management of performance issues for middle management roles and above
• Formulate Company\xe2\x80\x99s compensation and benefits framework and strategies that balances between organisational goals and financials, industry regulatory requirements, and market trends.
• Oversee accurate administration and annual review of compensation strategies and processes
• Counsel resolutions to undertake for complex compensation and benefits cases
• Lead the HR department\xe2\x80\x99s partnership with the IT department and other relevant teams to drive the end-to-end project lifecycle for new HR technological solutions or enhancements
• Lead the adoption and acclimatization of new / enhanced HR systems, applications and tools by targeted users
• Direct the HR department\xe2\x80\x99s data collection requirements and employment of analytical tools
• Draw out key HR-related insights and propose recommendations anchored on data analytic
• Oversee plans and initiatives to cultivate a healthy, progressive and inclusive workplace culture and environment in alignment with Company\xe2\x80\x99s EVP, VMV and strategic goals
• Review and present analysis, insights and recommendations derived from employee engagement plans and initiatives
• Develop and oversee the execution and evaluation of exit management strategies
• Manage the exit process for middle management and above
• Review, determine and drive the implementation and evaluation of strategies to manage attrition and turnover rate
• Oversee employee disputes, disciplinary meetings and appeals, investigations, terminations and potential repercussion implications on affected employees
• Review the adoption of Skills Framework for EC and other job functions, monitor progress and plan for improvement.

• Possess at least Bachelor\'s Degree/Professional Degree in Human Resource or equivalent.
• At least 10 Year(s) of working experience in the related field is required for this position.
• Preferably Manager specialized in Human Resource
• Highly motivated self-starter with a positive mindset
• Excellent analytical and problem-solving skills
• Resourceful, hands-on, and resilient
• Meticulous, possess a positive working attitude and willingness to learn
• Ability to multi-task and work in a fast-paced environment
• Excellent communication and interpersonal skills to work with diverse internal and external stakeholders
• Able to work independently as well as collaborate with internal and external stakeholders
• Technically competent with up-to-date knowledge of MOM and other prevailing local and international regulations/law
• Demonstrate empathy and respect when handling difficult conversations, dilemmas or paradoxes
• Proficiency in Microsoft Suite
• Manage a small team of Human Resource Executives