Senior HR Executive

Strategic HR Partnership & Workforce Planning

• Act as a trusted HR partner to project managers and department heads, understanding manpower needs across project phases and translating them into forward-looking workforce plans covering headcount, skills mix and deployment.

• Analyze HR data, including headcount, attrition, foreign worker quota utilization, hiring lead times and certification compliance, to identify trends and risks, and present insights and recommendations to management.

• Contribute to the development and review of HR policies, procedures and the annual HR plan, ensuring alignment with business objectives and regulatory requirements.

Foreign Workforce Management & Regulatory Compliance

• Own the end-to-end work pass lifecycle, including applications, renewals, issuance and cancellations, ensuring full compliance with Ministry of Manpower (MOM) requirements.

• Working in partnership with HR Team to monitor foreign worker quota and levy positions, advising management on hiring capacity and cost implications ahead of project mobilization.

• Oversee statutory and pre-employment medical examinations for new and existing employees, ensuring requirements are met within prescribed timelines.

• Establish and maintain an integrated compliance calendar for work passes, medical examinations and certifications, proactively escalating risks to prevent disruption to project operations.

• Keep abreast of changes in MOM, BCA and Workplace Safety and Health (WSH) regulations, and advise management on their implications for the business.

Learning & Capability Development

• Manage the training framework for statutory and role-based certifications, including CSOC and Core Trade, ensuring the workforce remains certified and deployable.

• Conduct training needs analyses with department heads and recommend development plans that support upskilling, multi-skilling and career progression.

• Optimize training investment by leveraging relevant government grants and funding schemes.

Employee Relations & HR Operations

• Assist to serve as the first point of contact for employee relations matters, advising managers and employees on the Employment Act and company policies, and supporting the HR Manager on grievance and disciplinary cases.

• Ensure the accuracy, integrity and confidentiality of personnel records and HR system data, including onboarding and offboarding documentation.

Talent Acquisition & Onboarding

• Assist in recruitment for local and foreign hires in partnership with hiring managers, from defining role requirements and sourcing strategy through to selection and offer.

• Assist to build talent pipelines for critical and hard-to-fill roles through recruitment agencies, educational institutions and industry networks.

• Enhance the onboarding programme to strengthen new-hire integration, safety readiness and early retention, keeping hiring managers informed of progress.

Process Improvement & HR Digitalization

• Assist to review HR workflows and lead digitalization initiatives, such as HRIS enhancements and automated tracking, to raise efficiency, accuracy and service quality.

• Assist to prepare monthly HR management reports that provide visibility on key workforce metrics and support decision-making.