HR Manager

About SCCFSC

South Central Community Family Service Centre (SCC) provides support to the low-income and vulnerable families in our community. While giving support to families who seek help in financial, social or relationship issues, we encourage community self-help and cooperation.

Our Approach

Taking an inclusive approach, we leverage on the community to activate mutual help through social connections and inclusiveness with the aim of empowering the low-income and vulnerable families while developing the full potential of the next generation for transformative change.

About the Role of HR Manager

The HR Manager leads SCC’s full spectrum of HR, to build and strengthen the people agenda that enables our goal of transforming lives. As a strategic partner to the Board, the HR Committee (HRC) and the Senior Leadership Team, you will provide HR insights on wellness, employee engagement, people development, and policies and practices. You will prepare the annual budget, oversee payroll and HR operations, maintain HR records, and use data to support informed decision-making. Partnering with internal stakeholders on key initiatives, you will apply sound knowledge of HR legal and compliance matters and communicate effectively across all levels of the organisation. We are looking for a resilient, resourceful and adaptable individual who works independently and collaborates for the best outcome for the team and organisation.

Key Responsibilities:

1. Advisory to Board and Senior Leadership

· Advise the Board, HRC and Senior Leadership Team on HR strategy and contribute people insights to organisational planning.

· Organise HRC meetings and engage Boardand HRC subcommittee members on the people agenda.

· Prepare presentation decks, reports and updates for HRC and Senior Leadership Team meetings.

2. Workforce Planning and Manpower Budget

· Own the organisational manpower budget and the HR departmental budget, aligning financial resources with organisational and HR strategic goals.

· Work with Finance, the HRC and the Board on all manpower budget matters, including reconciliation and scenario planning.

· Partner with Heads of Department on manpower budget planning, and review the headcount plan and manpower cost regularly to ensure governance.

3. Recruitment & Onboarding

· Own the organisation’s recruitment agenda to ensure it supports the talent strategy.

· Review job requirements and job descriptions in line with the evolution of the organisation.

· Drive, plan and conduct new employee onboarding.

4. Compensation &Benefits

· Manage the annual salary and bonus review cycle end to end, in partnership with the HRC.

· Review the compensation strategyregularly to ensure market competitiveness.

· Oversee the payroll process.

· Manage and administer benefits plans, including general insurance coverage, and review health and medical insurance provisions regularly.

· Communicate compensation and benefitsinformation clearly to all staff, e.g. payment cycles and claims processes.

5. PerformanceManagement & Talent Management

· Lead the organisation-wide performancemanagement cycle, including KPI setting, regular performance reviews andperformance evaluation.

· Design, with the HRC, a meaningful andrelevant talent management programme to develop the next generation of socialservice leaders.

· Identify talent and develop careerprogression and succession plans.

· Drive competency-building initiativesto increase the capacity and effectiveness of the workforce.

6. Employee Lifecycle,HR Operations & Employee Relations

· Oversee employee lifecycle activities, e.g. probation, contract expiry, work permit expiry, offboarding and exit interviews.

· Own all HR systems and ensure technology is fully leveraged to drive efficiency, e.g. employee database maintenance and HRIS user-friendliness.

· Ensure complete documentation for all people decisions.

· Manage employee relations matters, provide guidance, and ensure processes comply with organisational policies, quality management, health and safety, legal stipulations, environmental policies and general duty of care.

7. Employee Welfare & Engagement

· Develop employee engagement strategies and plan staff welfare activities.

· Manage and drive recognition and engagement plans, e.g. long service awards, promotion communication and festive celebrations.

8. Learning & Development

· Build the learning strategy with the HRC and Senior Management, considering all aspects and needs of staff development and ensuring alignment with organisational objectives.

· Identify and manage training and development needs that fit organisational goals and employees’ personal development objectives.

9. Policy, Compliance & Audit

· Develop and administer policies, procedures and programmes aligned with the organisation’s mission.

· Communicate and explain the organisation’s policies to employees.

· Keep abreast of legal requirements and government reporting regulations affecting HR, and ensure policies, procedures and reporting are compliant.

· Complete statutory reporting to relevant government bodies accurately and on time.

· Act as the primary point of contact for external auditors during HR audits, ensuring all documentation and information are prepared and accessible.

· Collaborate with external auditors to address findings and recommendations, then track and implement corrective actions to strengthen HR processes and compliance.

10. Support to SCCFSC Affiliate Organisation

· Provide HR advisory support to SCCFSC’s affiliate partner, if required.

Requirements:

· Minimum Diploma in Human Resource Management or relevant qualifications, or equivalent HR experience

· Minimum 5 years of experience in the full spectrum of HR, including recruitment, compensation & benefits, performance management, employee relations and HR operations

· Proven track record in managing budgets and payroll

· Experience in the social service or non-profit sector will be advantageous

· Working knowledge of Singapore employment legislation and practices, e.g. Employment Act, CPF, work passes and the Tripartite Guidelines on Fair Employment Practices

· Hands-on experience in managing or improving HRIS

· Strong interpersonal and communication skills, with the ability to engage effectively at all levels, including presenting clear and structured papers to the Board or committees

· Strong planning and prioritisation skills, with the ability to manage concurrent HR cycles (e.g. budget, appraisal and salary review)

· Able to work independently and collaboratively with Heads of Department, Finance and the HRC

· Meticulous and proactive, with a high level of accuracy in payroll, documentation and compliance work

· Strategic and continuous improvement mindset, adaptable to change and willing to be hands-on