Manager, People & Operations
Role Purpose:
The Manager, People & Operations is responsible for leading the end-to-end HR operations and people management agenda for Yamazaki Mazak Singapore. This role provides hands-on leadership across employee relations, industrial relations, talent acquisition, workforce operations, performance management, compensation and benefits, employee engagement, compliance, and HR service delivery.
The incumbent serves as a trusted advisor to business leaders and managers while ensuring effective execution of people processes, workforce planning initiatives, organizational policies, and human capital programs.
This role is a key member of the HCM leadership team and partners closely with the HCM Lead to support organizational growth, workforce capability, culture, and operational excellence.
Key Responsibilities
1. HR Operations & Service Delivery
Lead the delivery of HR operations across the employee lifecycle, including onboarding, transfers, confirmations, disciplinary matters, promotions, and offboarding.
Ensure HR processes are accurate, compliant, and aligned with company policies and employment legislation.
Drive continuous improvement of HR workflows, controls, and service standards.
Oversee HR documentation, employee records, audits, and compliance requirements.
Ensure effective administration of employee benefits and HR-related services.
2. Employee Relations & Industrial Relations
Act as the focal point for employee relations matters across the organization.
Manage employee grievances, investigations, disciplinary cases, and conflict resolution.
Build and maintain positive relationships with union representatives and employee stakeholders.
Support collective agreement implementation and industrial relations activities.
Advise managers on employment legislation, workplace practices, and risk mitigation.
3. Talent Acquisition & Workforce Planning Execution
Lead recruitment operations and hiring delivery across professional, technical, and support functions.
Partner with business leaders to develop hiring strategies and workforce plans.
Ensure effective sourcing, selection, onboarding, and candidate experience.
Monitor recruitment KPIs, vacancy aging, and hiring effectiveness.
Support manpower planning execution in collaboration with business stakeholders.
4. Performance & Talent Management
Drive the annual performance management cycle, including goal setting, calibration, performance reviews, and performance improvement processes.
Support managers in performance coaching and employee development discussions.
Ensure timely and consistent application of performance management frameworks.
Coordinate talent review discussions and succession planning activities.
Facilitate employee development and career progression initiatives.
5. Compensation, Benefits & Reward Management
Lead the administration and governance of compensation and benefits programs, ensuring competitiveness, internal equity, and compliance with company policies and applicable regulations.
Support annual salary reviews, market benchmarking, salary structure maintenance, and compensation planning.
Support the development and implementation of salary frameworks, job grading methodologies, pay ranges, and reward guidelines.
Participate in annual increment, promotion, and variable bonus review exercises, providing recommendations based on business performance, market competitiveness, internal equity, and pay-for-performance principles.
Work closely with business leaders to review compensation proposals, retention cases, and critical talent recommendations.
Support collective agreement discussions and union-related compensation matters, including wage negotiations and related workforce reward initiatives.
Monitor market salary trends and employment practices, recommending targeted enhancements to maintain competitiveness and workforce sustainability.
Ensure effective administration of employee benefits programs, including insurance, medical benefits, wellness initiatives, and other employee value proposition offerings.
Drive continuous improvement of reward programs while maintaining overall alignment with the organization's compensation philosophy and budget parameters.
Prepare compensation analyses, workforce cost projections, and reward-related reports for management decision-making.
6. Compliance, Governance & Risk Management
Ensure compliance with employment legislation, MOM regulations, and company policies.
Support internal and external HR audits.
Maintain effective HR controls and governance processes.
Identify people-related risks and recommend mitigation strategies.
Support implementation and monitoring of HR policies and procedures.
7. Employee Engagement & Organizational Culture
Partner with leadership to strengthen employee engagement and organizational culture.
Lead employee communication, engagement initiatives, and culture-building activities.
Monitor organizational climate and recommend appropriate interventions.
Support change management and organizational transformation initiatives.
8. Leadership & People Management
Lead, coach, and develop the HR Operations team.
Establish clear goals, priorities, and service standards for the team.
Build capability within the HR function through coaching, mentoring, and structured development.
Foster collaboration and knowledge sharing across the HCM team.
Drive accountability, ownership, and continuous improvement within the team.
Requirements & Competencies
Education & Professional Background
Degree in Human Resource Management, Business Administration, Psychology, Organizational Development, or related discipline.
Professional HR certifications (IHRP, SHRM, CIPD, AHRI or equivalent) are advantageous.
8–12 years of progressive HR experience.
At least 3 years in a leadership or people management role.
Strong experience across employee relations, industrial relations, HR operations, and recruitment.
Experience supporting a manufacturing, engineering, industrial, or unionized workforce is highly preferred.
Demonstrated experience managing HR investigations, disciplinary matters, and employee relations cases.
Experience managing annual salary review, bonus, and promotion exercises.
Working knowledge of compensation and benefits principles, salary benchmarking, and market practices.
Experience supporting unionized environments and wage negotiations will be highly advantageous.
Ability to analyze compensation data and make sound reward recommendations balancing market competitiveness, internal equity, affordability, and business needs.
Experience partnering with senior business stakeholders and leaders.