This site uses cookies. To find out more, see our Cookies Policy

Manager, Human Resource in Singapore at Montfort Care

Date Posted: 5/28/2018

Job Snapshot

Job Description

The Manager, Human Resources manages all aspects of employee engagement and interaction with the organization including recruitment and selection; training and development; performance management; payroll and benefits; disciplinary and grievance procedures; and relations with the union.


The Manager, Human Resources is responsible for:

  • executing Human Resources (“HR”) strategy and policies;
  • ensuring that all HR practices are compliant with relevant legal and statutory requirements

HR plans

  • To work with the Group Director, Development and Shared Services to execute mid- and long-term HR strategies for the organization that are aligned with the overall goals of the organization and direction of the Board of Directors
  • To manage HR for the realization of the strategic plan and achievement of long-term strategic goals and objectives
  • To execute with guidance special projects for the organization, which may include
    • Group-level outreach and engagement activities
    • Organizational improvement activities
  • To supervise the monitoring of various key performance indicators for the organization as a whole

Recruitment and Selection

  • To monitor and ensure that the organization has a robust succession plan
  • To ensure that recruitment activities are compliant to local laws and fair employment practices
  • To supervise the selection process for appropriate candidates including but not limited to interviewing, reference checking and testing if necessary
  • To develop and maintain a recruiting, testing, and interviewing program; counselling managers on candidate selection, conducting and analyzing exit interviews
  • to supervise and ensure the objective deployment of staff (either new hires or internal transfers)
  • To manage the availability of talent to support Montfort Care’s operations plan

Training and Development

  • To prepare the organization training plan, taking into account career progression, succession planning, and operational requirements
  • To forecast and manage the training budget
  • To manage learning and development of employees, to develop different levels of employees; including induction, on the job training, internal and external courses and workshops, compliance training, supported external study, coaching and mentoring

Performance Management

  • To manage the performance management system incorporating elements such as regular feedback meetings, performance appraisals and processes to manage underperformance
  • To manage consistency of effective individual and departmental target setting

Payroll and Benefits

  • To supervise the administration of the organisation’s payroll systems
  • To conduct regular benchmark studies to ensure market competitiveness
  • To develop with guidance, a non-salary rewards and benefits system that recognizes the contribution employees make in their role.  This includes both tangible (bonuses, allowances etc.) and intangible benefits (positive culture and climate, flexible work practices etc.) which contribute to an employee's motivation, engagement and retention
  • To manage the linking of performance management systems to rewards and benefits systems such that employees feel that their contributions have an impact on their rewards

Disciplinary and Grievance Procedures

  • To develop disciplinary procedures to maintain a conducive, respectful and harmonious environment
  • To supervise programmes that uphold organizational values and maintain in employee morale
  • To develop, with guidance, grievance procedures to create an open and honest climate with effective two-way communication between staff

Workplace Health and Safety

  • To manage compliance with legislation relating to an employee's safety in the workplace
  • To manage activities and initiatives that contribute to employees’ overall wellbeing
  • To develop with guidance, health and wellbeing programs to improve the organization’s employment brand


  • To conduct and manage research into new/leading HR practices and to disseminate this information throughout the organization

Employee Engagement

  • To plan and manage employee engagement events such as sharing sessions, town halls or retreats
  • To inform senior management on employee-relations policies, as needed, to facilitate and ensure alignment with company strategy
  • To communicate regularly with employees on HR matters
  • To ensure HR practices are in compliance with employment laws and regulations

HR advice to the Group Director, Development and Shared Services and senior management

  • To provide advice and support to senior management and/or its sub committees on matters relating to any issue within the remit of Human Resources
  • To implement and manage succession planning initiatives as determined by leadership

Personnel Management (of HR team)

  • Provide orientation and ensure staff receive the required training
  • Provide regular feedback on staff and team performance
  • Conduct performance appraisals regularly and in a timely manner

Job Requirements


  • Recognized Diploma


  • Recognized Degree


  • Recognized Diploma – 5 years’ work experience in HR, preferably in a not-for-profit environment
  • Recognized Degree – 3 years’ work experience in HR, preferably in a not-for-profit environment
  • Prior experience as a social worker or counsellor would be advantageous

Knowledge and Skills

  • People Management: Experience in managing and developing staff
  • Communications: Excellent oral, written and inter-personal communications skills in dealing with individuals and groups at all levels
  • Functional: Excellent working knowledge of HR practices, as it pertains to a not-for-profit organization
  • Legal: In-depth knowledge of various legal and statutory requirements related to HR
  • Industry: In-depth knowledge of various policies, assistance schemes, and procedures related to the delivery of services and programs
  • Community: Experience in attracting, building capabilities and retaining volunteers
  • Planning: The ability to develop strategic HR plans at the group-level. The ability to forecast resources and to manage resources to deliver the workplan objectives
  • Analytical Ability, Problem Solving & Strategic Thinking: The ability to assimilate and analyse information quickly and accurately and to think strategically, formulate decisions and make recommendations for the long-term