Job Description

Objective:
To lead the transformation of the Group’s human capital strategy and infrastructure as the company transitions from a medium-sized enterprise to a large corporate entity. The Group HR Manager will serve as a key member of the leadership team, driving organizational development, culture, digitalisation, talent management, and compliance, aligned with the Group’s motto of “Mastering New Possibilities.”

Key Responsibilities:
1. Strategic HR Leadership

• Serve as a strategic advisor to the Group MD and senior leadership on all human capital matters.
• Align HR strategy with the Group’s long-term business goals and growth aspirations.
• Champion a high-performance, values-driven culture across the organisation.

2. Organisational Culture & Change Management

• Build and embed a dynamic and inspiring culture centered on Mastering New Possibilities.
• Design and lead continuous internal campaigns, town halls, and engagement activities to promote values, purpose, and cross-functional collaboration.
• Drive change management initiatives to support growth, digitalisation, and organisational transformation.

3. Digital Transformation & Process Optimisation

• Lead the end-to-end digitalisation of HR processes, including payroll, leave management, onboarding, appraisal, and employee self-service.
• Identify and implement appropriate HR technology (e.g. HRIS, e-learning platforms, performance tools) to support scalability and data-driven decision-making.

4. Performance Management & Organisational Development

• Design and implement a robust Performance Management Framework (e.g. Balanced Scorecard or OKRs) tailored to the Group’s core businesses.
• Ensure regular performance reviews are conducted, and develop coaching and performance improvement strategies across all departments.
• Introduce career pathing and individual development planning to support employee growth and internal mobility.

5. Talent Acquisition & Employer Branding

• Strengthen the Group’s employer brand to attract top-tier talent, especially in the construction, engineering, property, and digital functions.
• Develop workforce planning and proactive talent pipelines in line with business expansion.
• Standardise recruitment, selection, and onboarding processes for consistency and scalability.

6. Learning & Development

• Conduct skills gap analysis (including IT literacy) across departments and levels.
• Implement structured learning programs aligned with organizational needs and industry trends.
• Drive effective utilisation of HRDC funds and partnerships with relevant training providers.

7. Leadership & Succession Planning

• Develop a Group-wide leadership development framework.
• Regularly review and update succession plans for all key leadership and technical roles.
• Identify and groom internal talent with high leadership potential.

8. Industrial Relations & Employee Engagement

• Establish a robust and fair dispute resolution mechanism across the Group.
• Develop employee feedback mechanisms, grievance procedures, and engagement surveys.
• Build proactive industrial relations strategies and stakeholder alignment.

9. HR Policy, Governance & Compliance

• Review and update the Group HR Handbook, ensuring it reflects current practices, compliance standards, and business needs.
  
• Reassess and enhance the Group’s Anti-Bribery and Corruption Policy, ensuring contextual relevance and practical application (not a template).
• Roll out structured communication and education programs to reinforce compliance policies and ethics.

10. HR Reporting & Workforce Analytics

• Set up HR metrics and dashboards to monitor trends in turnover, productivity, absenteeism, engagement, etc.

Job Scope for Group HR Manager

• Build a dynamic and inspiring work culture centered on the group’s motto of “Mastering New Possibilities.”
• Roll out a continuous program of team-building and awareness campaigns to reinforce the work culture.
• Digitalising the group’s HR processes
• Identifying a Performance Setting and Evaluation system suitable for the Group’s core businesses (e.g., the Balanced Scorecard, or something similar) and designing a program to roll out the system.
• Review our HR Handbook
• Setting up a good and robust dispute resolution mechanism
• Review FIHB’s Anti-bribery and Corruption Policy to ensure it is suitable for our company (not just a cut-and-paste exercise)
• Execute a program for educating and reinforcing the policy
• Review the group succession plan for all key positions and Departments.
• Do a skills gap survey on IT literacy and implement a training program for all staff.
• Propose the utilization of our HRDC funds in line with key HR priorities.
• Any other duties which may be assigned from time to time.

Job Requirements

• Bachelor's or Master’s degree in Human Resources, Business Administration, or a related field.
• At least 10 years of experience in a senior HR management role.
• Demonstrated expertise in corporate culture transformation, KPI management, and performance evaluation systems.
• Strong knowledge of talent acquisition, retention strategies, and succession planning.
• Excellent leadership, communication, and interpersonal skills.
• Ability to work collaboratively with senior leadership to align HR strategies with business goals.
• Strong problem-solving and decision-making capabilities.
• Up-to-date knowledge of labor laws and HR best practices.

Skills