Assistant HR Manager

The Assistant Manager, HR will be responsible to strengthen HR operational excellence and build a sustainable, future-ready workforce by improving HR service delivery, supporting effective talent acquisition and workforce planning, strengthening employee development and engagement, and continuously improving HR processes while ensuring corporate HR governance and compliance to support the Company’s business and project requirements. Their main responsibilities include developing and implementing talent management and succession planning strategies to strengthen the organization's talent pipeline, identify and develop high-potential employees, and ensure a sustainable leadership pipeline aligned with the Company's business and workforce needs.

Key Responsibilities

Talent Acquisition

• Develop and take ownership of the recruitment strategy for critical positions, aligned with the project pipeline and succession plans.

• Partner with Hiring Managers and Project Directors/Project Managers to forecast critical-role demand, define role requirements, and agree hiring priorities and timelines.

• Build talent pipelines for hard-to-fill roles through direct sourcing, talent pooling, internal mobility, referrals, and selected recruitment agencies.

• Oversee the hiring process for critical roles, including candidate assessment standards, offer strategy, and time-to-fill and quality-of-hire tracking.

Talent Management & Learning & Development

• Develop and implement talent management frameworks, processes and programmes aligned with the Company's business strategy and workforce requirements.

• Design and run talent review and talent mapping processes (performance and potential review, 9-box calibration) across our business units.

• Identify high-potential employees and build individual development plans, including but not limited to stretch assignments, job rotations, mentoring, and leadership programmes.

• Partner with the Senior Management, Project Management team and department heads to align workforce capability or talent pipeline with the existing and new project requirements.

• Partner with Managers to identify competency and development gaps among employees.

• Design and develop individual development plans, career pathways and talent development programmes.

• Support leadership development and other initiatives aimed at building future-ready capabilities.

• Track competency frameworks for construction and project management roles and keep them current.

• Evaluate the effectiveness of talent and development programmes and recommend improvements where appropriate.

• Coordinate with external agencies and training providers on specialised construction talent and training needs.

• Ensure the Company’s talent management policies are compliant with MOM and other relevant legislative requirements.

Succession Planning

• Identify critical positions and key talent, and maintain a robust succession pipeline for critical roles.

• Work closely with business unit management to assess succession readiness, identify gaps and flight risks, and develop appropriate career and development plans (internal development, targeted hiring, or both).

• Develop and maintain succession plans and talent profiles for key positions across the organisation.

• Monitor the progress and effectiveness of succession plans and talent development initiatives.

Requirements

• Bachelor’s degree in Human Resources, Business Administration or a related field.

• At least 8-10 years of HR experience, with at least 5years in talent management, succession planning, or learning and development.

• Experience in construction industry would be an advantage.

• Hands-on experience SAP SuccessFactors system

• Professional HR certification (IHRP-CP/SP) would be highly advantageous

• Strong understanding of talent management and succession planning principles and practices.

• Experience in managing talent reviews, competency assessments, career development and succession planning processes.

• Familiarity with Singapore employment legislation and workforce development schemes (SkillsFuture, WSG, etc).

• Excellent communication and stakeholder management skills, with the ability to engage both site-based teams and Senior Management.