Director, Human Resources, Singapore

As Director, HR of Singapore, take full responsibility for HR function, providing the full range of HR services and functionality to the business and work closely with the Country Management Teams to ensure that resources and processes are aligned to deliver business goals.

Requirements

• Oversee and manage local HR operating targets and costs according to annual allocation to ensure efficient usage of resources
• Provide strategic business partnering advice/direction to local management teams on full range of HR services to align with business goals
• Drive implementation/alignment of global and country HR initiatives/policies to enhance organizational effectiveness
• Lead acquisition/development of talent via effective resourcing strategies to attract, engage and retain key/critical talents
• Drive/monitor talent management for critical leadership positions and develop talent readiness/transition strategies
• Develop/review workforce planning strategies (e.g. forecasting, short-/medium-term manpower requirements, etc.) to meet business demand
• Develop/review change management initiatives with business leaders to address human capital matters
• Develop employee communication that is directed at the targeted audience
• Review periodical data/reports to provide validated HR metrics/benchmarks for business decision making with Group HR and local management teams
• Work closely with the Country Management Team in shaping a new and desired culture that is aligned to DKSH culture
• Collaborate with Group HR in developing and operating strategic/tactical compensation programs and benefits structures including payroll management and salary benchmarking in cooperation with the global Compensation & Benefits team
• Plan/review HR due diligence and restructuring activities associated with mergers and acquisitions
• Develop employee/industrial relations programs and ensure compliance with local legislative requirements
• Resolve conflict management situations for both informal and formal grievances through either direct mediation or coaching managers on a plan of action