Manager, HR

Posted July 23, 2026

Reporting to the Assistant Director, Corporate Services, the Human Resource Manager is responsible for leading and managing the full spectrum of Human Resource functions across Boys’ Town. The role oversees day-to-day HR operations, leads a lean HR team, manages outsourced HR service providers, and drives HR digitalisation initiatives to improve efficiency, governance, data accuracy and employee experience.

This is a highly hands-on and operational role. The incumbent must be comfortable rolling up their sleeves, managing HR matters directly, working independently with minimal supervision, exercising sound judgement, and driving initiatives from planning through implementation.

Operating within a regulated and funded social service environment, the incumbent must ensure that HR practices comply with employment legislation, sector requirements, funding obligations, audit expectations and organisational policies. The role requires agility, strong stakeholder management, sound governance mindset, analytical capability and the ability to support management and board reporting.

JOB RESPONSIBILITIES

FUNCTIONAL RESPONSIBILITIES

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.

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.

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.

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.

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.

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.

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.

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.

Job Requirements

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.