全职 Manager, People - Operations 工作, 薪水, YAMAZAKI MAZAK SINGAPORE PTE LTD Northwest (Singapore) 公司招聘中 - Ricebowl

Role Purpose:

The Manager, People & Operations is responsible for leading the end-to-end HR operations and people management agenda for Yamazaki Mazak Singapore. This role provides hands-on leadership across employee relations, industrial relations, talent acquisition, workforce operations, performance management, compensation and benefits, employee engagement, compliance, and HR service delivery.

The incumbent serves as a trusted advisor to business leaders and managers while ensuring effective execution of people processes, workforce planning initiatives, organizational policies, and human capital programs.

This role is a key member of the HCM leadership team and partners closely with the HCM Lead to support organizational growth, workforce capability, culture, and operational excellence.

Key Responsibilities

1. HR Operations & Service Delivery

· Lead the delivery of HR operations across the employee lifecycle, including onboarding, transfers, confirmations, disciplinary matters, promotions, and offboarding.

· Ensure HR processes are accurate, compliant, and aligned with company policies and employment legislation.

· Drive continuous improvement of HR workflows, controls, and service standards.

· Oversee HR documentation, employee records, audits, and compliance requirements.

· Ensure effective administration of employee benefits and HR-related services.

2. Employee Relations & Industrial Relations

· Act as the focal point for employee relations matters across the organization.

· Manage employee grievances, investigations, disciplinary cases, and conflict resolution.

· Build and maintain positive relationships with union representatives and employee stakeholders.

· Support collective agreement implementation and industrial relations activities.

· Advise managers on employment legislation, workplace practices, and risk mitigation.

3. Talent Acquisition & Workforce Planning Execution

· Lead recruitment operations and hiring delivery across professional, technical, and support functions.

· Partner with business leaders to develop hiring strategies and workforce plans.

· Ensure effective sourcing, selection, onboarding, and candidate experience.

· Monitor recruitment KPIs, vacancy aging, and hiring effectiveness.

· Support manpower planning execution in collaboration with business stakeholders.

4. Performance & Talent Management

· Drive the annual performance management cycle, including goal setting, calibration, performance reviews, and performance improvement processes.

· Support managers in performance coaching and employee development discussions.

· Ensure timely and consistent application of performance management frameworks.

· Coordinate talent review discussions and succession planning activities.

· Facilitate employee development and career progression initiatives.

5. Compensation, Benefits & Reward Management

· Lead the administration and governance of compensation and benefits programs, ensuring competitiveness, internal equity, and compliance with company policies and applicable regulations.

· Support annual salary reviews, market benchmarking, salary structure maintenance, and compensation planning.

· Support the development and implementation of salary frameworks, job grading methodologies, pay ranges, and reward guidelines.

· Participate in annual increment, promotion, and variable bonus review exercises, providing recommendations based on business performance, market competitiveness, internal equity, and pay-for-performance principles.

· Work closely with business leaders to review compensation proposals, retention cases, and critical talent recommendations.

· Support collective agreement discussions and union-related compensation matters, including wage negotiations and related workforce reward initiatives.

· Monitor market salary trends and employment practices, recommending targeted enhancements to maintain competitiveness and workforce sustainability.

· Ensure effective administration of employee benefits programs, including insurance, medical benefits, wellness initiatives, and other employee value proposition offerings.

· Drive continuous improvement of reward programs while maintaining overall alignment with the organization's compensation philosophy and budget parameters.

· Prepare compensation analyses, workforce cost projections, and reward-related reports for management decision-making.

6. Compliance, Governance & Risk Management

· Ensure compliance with employment legislation, MOM regulations, and company policies.

· Support internal and external HR audits.

· Maintain effective HR controls and governance processes.

· Identify people-related risks and recommend mitigation strategies.

· Support implementation and monitoring of HR policies and procedures.

7. Employee Engagement & Organizational Culture

· Partner with leadership to strengthen employee engagement and organizational culture.

· Lead employee communication, engagement initiatives, and culture-building activities.

· Monitor organizational climate and recommend appropriate interventions.

· Support change management and organizational transformation initiatives.

8. Leadership & People Management

· Lead, coach, and develop the HR Operations team.

· Establish clear goals, priorities, and service standards for the team.

· Build capability within the HR function through coaching, mentoring, and structured development.

· Foster collaboration and knowledge sharing across the HCM team.

· Drive accountability, ownership, and continuous improvement within the team.

Requirements & Competencies

Education & Professional Background

· Degree in Human Resource Management, Business Administration, Psychology, Organizational Development, or related discipline.

· Professional HR certifications (IHRP, SHRM, CIPD, AHRI or equivalent) are advantageous.

· 8–12 years of progressive HR experience.

· At least 3 years in a leadership or people management role.

· Strong experience across employee relations, industrial relations, HR operations, and recruitment.

· Experience supporting a manufacturing, engineering, industrial, or unionized workforce is highly preferred.

· Demonstrated experience managing HR investigations, disciplinary matters, and employee relations cases.

· Experience managing annual salary review, bonus, and promotion exercises.

· Working knowledge of compensation and benefits principles, salary benchmarking, and market practices.

· Experience supporting unionized environments and wage negotiations will be highly advantageous.

· Ability to analyze compensation data and make sound reward recommendations balancing market competitiveness, internal equity, affordability, and business needs.

· Experience partnering with senior business stakeholders and leaders.