[HRD] Manager/Senior Manager, Human Resource Department (2 year contract)

The incumbent will drive employee engagement, learning & development, and exit management functions within the Shared Services function. He / She will also support the operationalisation of structured job rotation and leadership development initiatives, while leading process optimisation across overseas travel administration and offboarding. This role requires close collaboration with divisional stakeholders, external vendors, and cross-functional HR partners to ensure a positive employee experience and operational effectiveness across the organisation. Responsibilities Reporting to the Deputy Director (HRD), the incumbent will support the following HR operations and initiatives: (a) Employee Engagement – Plan and execute organisation-wide employee engagement surveys, including data analysis and translation of findings into actionable culture initiatives. (b) Learning & Development (L&D) – Drive the end-to-end L&D framework, including identifying organisational learning gaps, designing training interventions, managing course administration, and administering training budgets. Oversee strategic nomination processes for training and development programmes, ensuring alignment with organisational capability needs. (c) Exit Management – Own the end-to-end exit management process. Manage the offboarding workflow from resignation/exit notification through to final clearance, ensuring smooth transitions, timely processing of liabilities and payment, completion of exit formalities, and accurate handover of exit-related documentation. (d) Overseas Travel Management – Administer corporate overseas travel processes, ensuring officers are well supported through a seamless experience while ensuring policies are adhered to. (e) Talent & Leadership Development – Support the design and coordination of the structured job rotation program, working with divisions to identify suitable job rotation opportunities. Administer leadership surveys, including overseeing survey rollout, data consolidation, and reporting of findings to support leadership development planning and interventions. (f) Business Partnering – Act as key liaison and partner to specified Divisional Director(s) and/or Group Head. Understand the assigned Divisions’ work and needs, engage regularly and work with HRD to translate these needs into value. (g) Process Optimisation – responsible for the ongoing reviewing and streamlining of processes, identifying inefficiencies and application of technology to create capacity for strategic HR work and enhance efficacy. Requirements Job Requirements - At least 6 years of general HR experience, - Strong proficiency in survey administration, data analysis, and business process reengineering; familiarity with HR systems is an advantage - Ability to thrive in a dynamic environment, deal with uncertainty and manage multiple workstreams concurrently and independently - Demonstrates positivity, teamwork, and a strong ownership mindset - Possess strong interpersonal, written, and verbal communication skills