• Bachelor's degree in Human Resources, Business or a related field with minimum of 3 to 5 years of progressive experience in HR operations and shared services and at least 3 years in a supervisory role managing HR operations.
• Strong knowledge of labour laws, HR best practices, policies and procedures.  Knowledge on international assignee management is a plus.
• Customer-oriented with strong communication, interpersonal and cross-cultural skills.
• Good leadership, planning and organizational skills with ability to prioritize and manage organizational and service goals.
• Ability to build and maintain relationships with internal customers and partners.
• Ability to work effectively in complex and multicultural environment.
• Proficiency in Microsoft Office and other relevant software applications.

Responsible for 2 broad scopes: 

i. End-to-end HR operations across hire-to-retire/ employment life cycle for business and department units assigned

• As the main point of contact for the designated business or department units’ employees, managers, business leaders and HR community regarding HR inquiries, policies, and procedures.
• Monitor and execute in timely manner end-to-end operational activities of recruitment, preboarding and onboarding, performance management and training, employment changes and offboarding processes across employment life cycle (e.g. job posting, interview scheduling, employee data creation, probation dues and confirmation, employee-inquiry support, contract expiries, appraisal completion rate tracking, exit clearance, etc).
• Assist employees with HR transactions, such as benefits enrolment, payroll inquiries, and leave management, ensuring accuracy and compliance with policies.
• Manage a limited number of VIP caseload.
• Ensure timely and accurate HRIS updates on workforce/ employee data (e.g. education, emergency contact), employment changes and reporting for effective utilization and insights (e.g. accurate data provision for annual pay review and budgeting exercise, employee demographics and headcount statistics).
• Provide guidance, support and proactive follow-up on HR programs and processes, including performance management, talent development, and employee relations e.g. appraisal completion and employee survey response rate.
• Ensure compliance with local labor laws and regulations in Singapore, and assist in the preparation of HR-related documentation and reports.
• Collaborate and work closely with HR community (Branch HR, Talent Developers) and other stakeholders to ensure a coordinated approach to HR service delivery and support implementation of HR initiatives. 
• Monitor and track key performance indicators to assess the effectiveness of HR shared services back-office operations, identify and implement solution for enhancement of services to entity-clients/ HRBPs.
• Participate in process improvement initiatives for effective simplification of HR processes and enhancement of service quality to employees, managers and business leaders.
• Stay current on HR trends, best practices and legislative changes, and propose solutions for continuous improvement, innovate and enhance our HR process/ service offerings and as well as achieve cost-effectiveness for the company.
• Ensure regular and consistent data upkeep, maintenance and strong documentation of practices for data integrity, data confidentiality and corporate memory of all HR aspects (e.g. Budgeting input guidelines), all employee and HR business documents including intra-company and vendor service agreement.
• Proactive participation in major HR and corporate campaigns such as World Day for Safety, Sustainab’ALL, Business Ethics, CSR initiatives.
• Participate or undertake in any relevant HR or related-Mobility Services tasks and projects.

ii. Be the subject-matter owner, oversee and front in providing guidance and deliver end-to-end for the following HR spectrum: 

• Conduct market research and analysis to determine competitive pay rates and salary ranges for various roles within the organization.
• Compensation and benefits survey participation and data pull for annual/ key campaigns (e.g. Long-term plan/ Workforce/ HR Budgeting, MSI, MSM, ACC)
• Administer the annual salary review process, including merit increases, promotions, and bonuses, and ensure alignment with budget and performance objectives.
• Prepare and maintain accurate compensation data, reports, and records to support decision-making and compliance with regulatory requirements.
• Compensation and benefits administration and reporting internally and externally (including monthly payroll, governmental claims, income tax returns/ tax clearance, payroll journal and internal rebilling, Data Country Sheet, Ministry of Manpower and National Wage Council surveys)
• Portals and systems:  TRICOR (payroll and leave management modules)
• OTOC HRBP engagement, advisory and coordination for Workplace Wellness
• Consolidate, report and drive effectiveness of dedicated HR subjects

• Singapore’s represented by all Branches with implications on the complexity on a common and aligned HR and Mobility Services goals, activities and its processes.
• For MS Branch, Singapore is Regional HQ for Asia-Pacific Middle East. 
• TEMAPME is the Regional HQ office of MS APME zone.   TEMAPME hosts 12 other non-MS and MS business divisions e.g. TGITS, GRP’s Solar. 
• TESS is a country services subsidiary of MS legal entity (i.e. TEMAPME) that supports OTOC SG ‘s 13 – 15 business units/ divisions (entity-clients) across 6 Branches.  TESS’s HR Centre of Excellence (COE) and Mobility Services teams lead the development and implementation of HR best practices and initiatives ensuring compliance and efficient HR process services to its entity-clients.  
• TESS HR and Mobility Services teams provide

1. not only OTOC SG advisory, back-office/ transactional services to its entity-clients 
2. also accountable to perform and deliver direct, full-fledged HR business partnering in organizational topics and campaigns e.g. Talent attraction and retention/ career mobility/ diversity, merger & acquisition support, manpower/ staff costs budgeting and analysis, employee engagement targets, reorganization, HR operations and services to the employees, managers, business leaders of 3 core entities (TEMAPME, TESS, TECSS) ensuring compliance, alignment to and meeting MS APME’s business and HR goals. 

• Complex and diverse organizations of multi-Branches/ Business Divisions with multi-hosting and reporting structures and org evolution e.g. GRP start-ups and secondment models within MS APME structure + inhomogeneous HR rules, processes, HRIS and reporting systems therefore requiring constant driving, out-of-the box solutions, complex navigation and influence to achieve and ensure,

1. Compliance in HR practices, optimal alignment/ Buy-ins, equity within multi-Branches and stakeholder groups e.g. respective Branch Management, HR, Finance stakeholders/ collaborators in-country and overseas.
2. meet OTOC SG goals and contribute to efficiency of respective business lines.  

• TEMAPME as the Regional HQ has higher traffic of people-job movements resulting in frequent stakeholder change and re-alignments needed.
• Multicultural environment internally and externally and, tight talent/ labour market in Singapore.