FUNCTIONAL RESPONSIBILITIES

1. HR Leadership & Team Management
   • Lead, coach, mentor and develop the HR team to deliver responsive, accurate and high-quality HR services.
   • Oversee work allocation, staff development, performance management and capability building within the HR team.
   • Manage outsourced HR service providers to ensure service quality, compliance, accuracy and timely follow-through.
   • Foster a culture of accountability, ownership, collaboration, service excellence and continuous improvement.
   • Lead by example through active involvement in operational HR matters and provide hands-on support when required.
   • Independently drive projects, resolve issues and follow through on deliverables with minimal supervision.
2. HR Operations & Employee Lifecycle Management
   • Lead and oversee the full employee lifecycle, including manpower planning, recruitment, onboarding, confirmation, transfers, employee movements, contract administration, retention and offboarding.
   • Ensure timely, accurate and compliant HR administration, documentation and operational processes.
   • Review, streamline and improve HR workflows, controls, templates and documentation to enhance efficiency and governance.
   • Provide practical HR advisory support to managers and staff on employment-related matters.
   • Manage employee relations matters, workplace issues and investigations in accordance with organisational policies, employment legislation and due process.
3. Strategic HR Partnership & Stakeholder Management
   • Partner closely with department heads and supervisors to understand workforce needs and develop practical HR solutions that support organisational objectives.
   • Advise and support stakeholders on workforce planning, employee engagement, organisational development, performance management, talent management and succession planning.
   • Balance stakeholder expectations while ensuring compliance with policies, rules, regulations, governance standards and funding requirements.
   • Build strong working relationships across departments and guide stakeholders through operational, regulatory and organisational changes.
4. Talent Management, Learning & Development
   • Lead and support key HR programmes including performance management, career development, learning and development, succession planning, employee engagement and workforce development.
   • Identify organisational capability gaps and recommend strategies to support staff development and leadership pipeline building.
   • Partner with managers to implement effective learning interventions and performance improvement actions.
   • Support change management initiatives to equip staff for organisational growth and transformation.
5. Compensation, Benefits & Workforce Planning
   • Support the review and administration of compensation and benefits programmes, salary benchmarking, annual remuneration exercises and employee welfare initiatives.
   • Assist management in workforce planning, manpower review and manpower-related decision-making.
   • Provide analysis and recommendations to support talent attraction, retention and workforce sustainability.
6. HR Digital Transformation & Process Improvement
   • Lead HR digitalisation initiatives, including HRIS implementation, system optimisation, automation and process improvement projects.
   • Drive adoption of HR technology to improve operational efficiency, employee experience, reporting capability and data accuracy.
   • Manage HR transformation projects from initiation through implementation and post-implementation review.
   • Work closely with internal stakeholders and vendors to ensure successful delivery of HR technology initiatives.
   • Champion change management efforts to support technology adoption, process discipline and continuous improvement.
   • Funding, Audit, Compliance & Governance.
   • Lead and coordinate HR-related funding applications, declarations, grant submissions and reporting requirements, ensuring accurate, timely and compliant follow-through.
   • Ensure adherence to employment legislation, MOM requirements, sector regulations, funding conditions, organisational policies and governance standards.
   • Establish and maintain strong HR governance practices, controls, documentation and audit trails to support compliance and audit readiness.
   • Support internal and external audits by coordinating audit requirements, preparing documentation, responding to audit queries and following through on corrective actions.
   • Monitor changes in legislation, regulatory frameworks, funding requirements and HR practices, and recommend appropriate policy, process or operational adjustments.
   • Work closely with auditors, funders, regulators and external partners to support reporting and compliance obligations.
7. HR Analytics, Management & Board Reporting
   • Oversee HR data management and reporting to support evidence-based decision-making.
   • Prepare, analyse and present workforce metrics, manpower statistics, HR dashboards and HR reports for management meetings.
   • Prepare reports, presentations, papers and updates for Senior Management, Board Committees and the Board, as required.
   • Provide workforce insights, trend analysis and recommendations to support organisational planning and strategic decisions.
   • Ensure accuracy, integrity and confidentiality of HR data and reporting.
8. Other Administration
   • Prepare, update, and submit reports such as headcount, training, management, and statutory reports.
   • Manage statutory reporting requirements, including claims, grants, and funding submissions.
   • Participate in manpower and compensation and benefits surveys to benchmark HR practices.
   • Support administrative compliance needs, including PDPA, Safe Management Measures, and related HR regulations.
   • Perform other assigned administrative duties as required to support HR functions.

MANAGERIAL RESPONSIBILTIES

• Attend management and cross-departmental meetings, presenting HR-related information and initiatives as necessary.

ORGANISATIONAL RESPONSIBILTIES

• To participate actively in all fundraising activities as well as any other commitments that Boys’ Town undertakes.
• To work in close collaboration with other staff, department and components of Boys’ Town.
• The Executive Director and/or his/her representative may assign you any other duties that are within reason for the operational needs of Boys’ Town.

HR Technical Skills and Competencies (Level 3)

• Core Human Resource.
• Employee Relations & Communication.
• Employee Health and Wellbeing.
• Resourcing.
• Human Resource System & Process.
• Organisational Development.
• Learning and Development.
• Talent Management.
• Human Resource Digitalisation.

General skills and competencies

• Communication (Advanced): Effectively convey information and ideas through diverse channels, negotiate to resolve issues, and build strong interpersonal connections.
• Service Orientation (Advanced): Anticipate and fulfill the needs of both internal and external clients, promoting service excellence across Boys’ Town.
• Problem Solving (Advanced): Employ critical thinking to tackle complex challenges, using analytical tools and creativity to deliver effective solutions.
• Teamwork (Advanced): Foster a collaborative environment, support team efforts, and build a commitment to shared goals for enhanced team performance.
• Transdisciplinary Thinking (Advanced): Integrate knowledge from various fields to inform HR practices and policy decisions; actively engage in reflective and diverse learning communities.
• Leadership (Intermediate, SKF), LEAD (Teams level, BT) –
  • Decision Making - Makes timely team decisions even in ambiguous situations after evaluating all relevant information gathered, potential alternatives, available team resources and short- and long-term consequences, to ensure delivery of results.
  • Solution Generating - Generates sound solutions for moderately complex or unfamiliar problems that affect own team, and provides support to address the identified problems based on a thorough analysis of the facts and root causes of the problem.
  • Communicating with impact - Communicates with a range of different internal and external stakeholders, including different departments and teams, in a compelling manner, while tailoring the communication style, content and level of detail to meet the audience needs.
• Organising, Planning, and Prioritizing Work: Establish goals, manage priorities, and execute plans to achieve organisational objectives efficiently.
• Establishing and Maintaining Interpersonal Relationships: Cultivate cooperative and constructive working relationships that contribute to a positive workplace culture.
• Processing Information: Ensure accuracy in compiling, coding, and verifying HR data, using this information to support strategic HR decisions.
• Administration and Management: Strong knowledge of strategic planning, resource allocation, and HR modeling to guide effective people management and resource coordination.

Average Qualifications & years of relevant experience

• Minimum Degree in Human Resource or equivalent. Professional HR certifications are a plus.
• At least 5 to 8 years of progressive HR experience covering the full spectrum of HR functions.
• Minimum 2 to 3 years of managerial, supervisory or team leadership experience.
• Experience in a social service setting would be preferred.
• Strong experience in a hands-on HR leadership role, with the ability to balance strategic responsibilities and operational execution.
• Proven experience managing HR projects, process improvements, digital transformation initiatives or HRIS implementation.
• Experience working in lean teams where the manager is expected to be actively involved in day-to-day HR operations.
• Experience managing outsourced HR service providers will be an advantage.
• Experience supporting funding applications, grant administration, compliance reporting or funding-related submissions is highly preferred.
• Audit experience in a funded agency, charity, IPC, social service, healthcare, education, public sector or other regulated environment is preferred.
• Experience preparing management reports, board reports, presentations or papers for Senior Management, Board Committees or the Board.
• Good knowledge of the Employment Act, Singapore employment legislation, MOM policies and local HR practices.
• Able to apply HR generalist know-how across recruitment, employee relations, compensation and benefits, performance management, learning and development, HR operations and governance.
• Strong numerical, analytical, report-writing and presentation skills.
• Excellent interpersonal, communication and facilitation skills with the ability to collaborate across all levels.
• Hardworking, meticulous, responsible, self-motivated and outcome-focused.
• Highly independent, resourceful and proactive, with the ability to work with minimal supervision.
• Able to prioritise tasks, delegate appropriately and follow through on deliverables.
• Able to act with integrity, professionalism and confidentiality.
• Proficient in Microsoft Office applications and HR information systems.