Industry: Petrochemical MNC
Location: Based in Singapore + Covering Indonesia, Malaysia
Reports to: Group CEO
Budget: ~ S$20,000 per month x 13 months + Variable bonus
The Group HR General Manager is responsible for leading and overseeing the overall human resources strategy, systems, and operations across all business units within the group. This role ensures alignment between organizational goals and people strategies while driving organizational effectiveness, talent development, culture enhancement, regulatory compliance, and workforce productivity. The position plays a critical role in fostering a high-performance culture, strengthening employee engagement, and supporting sustainable business growth through strategic human capital management.
Direct Reports:
HR Managers
Talent Acquisition Manager
Learning & Development Manager
Compensation & Benefits Manager
Industrial Relations Manager
HR Business Partner (HRBP) Team
HR Shared Services / Payroll Team
Accountabilities:
The Group HR General Manager is accountable for:
Achievement of strategic HR objectives across all business units.
Organizational capability and workforce readiness.
Talent retention and leadership succession.
Legal and labour compliance.
HR operational efficiency and service quality.
Employee engagement and culture improvement.
HR budget management and cost optimization.
Industrial harmony and dispute minimization.
Group-wide HR policy standardization.
1. HR Strategy & Organizational Development
Develop and execute group-wide HR strategies aligned with corporate objectives.
Lead organizational design, workforce planning, and succession planning initiatives.
Drive organizational transformation and change management programs.
Foster a high-performance and collaborative culture across the organization.
2. Talent Acquisition & Workforce Planning
Oversee recruitment strategies and talent acquisition initiatives across all subsidiaries and business units.
Ensure workforce planning supports current and future business growth requirements.
Enhance recruitment effectiveness, hiring quality, and turnaround time.
Strengthen employer branding and talent attraction initiatives.
3. Talent Management & Leadership Development
Establish and implement talent review and succession planning frameworks.
Identify and develop high-potential employees and leadership pipelines.
Oversee learning, training, and leadership development programs.
Implement competency frameworks and structured career progression pathways.
4. Performance Management
Design and manage performance management systems, including KPIs and appraisal frameworks.
Ensure alignment between individual performance objectives and organizational goals.
Monitor employee productivity, performance, and engagement levels.
Support performance improvement initiatives and corrective action plans where necessary.
5. Compensation & Benefits
Develop and maintain competitive compensation and benefits structures and policies.
Conduct salary benchmarking and ensure internal equity and market competitiveness.
Oversee payroll governance, incentive schemes, and reward programs.
Manage employee welfare and benefits administration.
6. Employee Relations & Industrial Relations
Maintain positive employee and industrial relations, including union engagement where applicable.
Oversee disciplinary processes, grievance handling, and conflict resolution.
Ensure compliance with labor laws, regulations, and company policies.
Minimize industrial disputes and organizational legal risks.
7. HR Operations & Governance
Oversee HR policies, standard operating procedures (SOPs), and governance frameworks.
Ensure effective HRIS administration, payroll accuracy, and employee data management.
Lead HR audits, compliance reviews, and governance initiatives.
Standardize HR processes and best practices across the group.
8. Culture & Employee Engagement
Promote organizational values and strengthen corporate culture.
Lead employee engagement surveys and implement improvement action plans.
Drive employee retention, satisfaction, and wellbeing initiatives.
Champion diversity, equity, inclusion, and workplace wellness programs.
Bachelor’s Degree in Human Resources, Psychology, Business Administration, or a related field.
Master’s Degree or professional HR certification is preferred.
Minimum 10–15 years of progressive experience in Human Resources management.
At least 5 years of experience in a senior HR leadership role.
Proven experience managing HR functions within multi-business units or group organizations is preferred.
Strong knowledge of employment laws, industrial relations, organizational development, and talent management practices.
Demonstrated leadership, strategic thinking, and stakeholder management capabilities.
Your profile will not be shared with any client without your consent. Please note that only shortlisted candidates will be contacted.