Industry: Petrochemical, forestry, project development - MNC
Location: Based in Singapore + Covering Indonesia, Malaysia, Thailand and China
Reports to: Group CEO
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, Legal, Business Administration, or a related field
Master’s Degree or professional HR certification is preferred
Minimum 20 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
Core Competencies:
Strategic Leadership
Business Acumen
Change Management
Industrial Relations Expertise
Strong Communication and Negotiation Skills
Data-Driven Decision Making
Talent Development and Succession Planning
HR Analytics and HRIS Knowledge
Organizational Development
Stakeholder Management
Employee Engagement and Culture Building
Problem-Solving and Conflict Resolution
Workforce Planning and Talent Acquisition
Policy Development and Governance Compliance
Your profile will not be shared with any client without your consent. Please note that only shortlisted candidates will be contacted.