A. Strategic Workforce Planning & Manpower Management
• Develop annual manpower plans aligned with project pipeline and business objectives.
• Monitor and control manpower cost against budget.
• Manage foreign worker quota, levy, and work pass administration.
• Coordinate workforce mobilization and demobilization based on project needs.
• Support succession planning for key operational roles.
• Provide transparent manpower reporting to Management without bias or distortion.
B. Talent Acquisition & Onboarding
• Facilitates end-to-end recruitment for hiring decision maker.
• Ensure timely hiring to meet project schedules.
• Manage onboarding and probation confirmation processes.
• Maintain recruitment metrics and improve hiring efficiency.
C. Payroll & Statutory Compliance
• Oversee accurate and timely payroll processing.
• Ensure compliance with CPF, SDL, IRAS, MOM regulations, levies, and employment laws.
• Maintain employment contracts and statutory documentation.
• Ensure HR records are always audit-ready.
D. Compensation & Benefits
• Develop and recommend salary structures and grading frameworks.
• Administer employee benefits including insurance and medical coverage.
• Conduct annual increment and bonus exercises.
• Perform salary benchmarking to ensure competitiveness and cost control.
E. Employee Relations & Performance Management
• Implement and manage performance appraisal system (KPI-based).
• Support managers in performance improvement and disciplinary matters.
• Handle employee grievances and workplace conflict resolution.
• Foster a professional environment free from politics, gossip, scheming.
• Promote employee engagement initiatives & a positive culture
F. HR Operations & Systems
• Oversee full employee lifecycle administration (hire to exit).
• Maintain HRIS and attendance systems.
• Generate HR analytics reports (turnover, absenteeism, manpower cost).
• Ensure compliance with data protection regulations.
G. HR Policy & Governance
• Develop and review HR policies and employee handbook.
• Ensure consistent policy application across departments.
• Advise management on HR risk exposure and employment law updates.
• Conduct internal HR compliance reviews.
KEY PERFOEMANCE INDICATORS (KPIs)
• Manpower cost variance within approved budget
• Recruitment turnaround time within target
• Zero statutory non-compliance penalties
• Payroll accuracy above 99%
• Annual performance appraisal completion rate at 100%
• Controlled staff turnover within industry benchmark
