Assistant Manager, Human Resources

Job description

Job Summary

We are seeking two highly motivated and versatile Assistant Manager, Human Resources to join our team.

This pivotal role will provide critical HR support and leadership, with a strong focus on one of two key strategic tracks: Performance Management and Merger & Acquisition (M&A) or Learning & Development (L&D).

We recognize that exceptional HR talent excels in specific domains.

If you have deep, demonstrated expertise in either the PM/M&A track or the L&D track, we strongly encourage your application.

Job Responsibilities

1. Performance Management and M&A
   Performance & Rewards:
2. Decentralise, train and deploy performance management & rewards framework, policies, manual and tools to all Head of Departments and overseas local HR team to consistently apply it within the Group.
   
   
3. Support and guide all stakeholders in calibrating performance indicators and successfully establish performance agreement of each participating members.|
4. Work with Learning & Organisation Development team to conduct and deliver training and resources (workshops, guides) to managers and employees on how to effectively conduct goal setting, deliver continuous feedback, and implement Performance Improvement Plans (PIPs and to drive workforce performance and competency improvement.
   
   
5. Track key performance metrics, analyze performance data, and generate reports for Senior Management to identify trends, performance gaps, and areas for system improvement.
   
   
6. Work closely with the Learning & Organisation Development teams to link performance outcomes with talent management and succession planning programme, and establish total organisational training plan (TOTP).
   
   
7. Administer performance rewards payout phase with local HR team based on the organisation's payout principles.
   
   
8. Conduct industry benchmarks and formulate total global compensation and benefits policies and philosophy to achieving the desired strategic intent within the financial budget.
   
   

Merger & Acquisition – HR:
Pre M&A:
- Conduct due diligent to evaluate the company being considered for M&A on it's HR asset and liabilities.
- Analyse and report findings on potential severance costs, pension liabilities, integration challenges, pending legal matters and hidden risks of lawsuits, regulatory compliance or violations, union issues, critical capability & leadership gaps, unvested rewards & benefits liabilities such as stock or bonuses, and HR technology and system compatibility and potential cost of platforms unification.

Post M&A:
- Drive development of HR harmonisation plan for a successful post-merger integration, including the timeline and plans for culture integration, policies, benefits and HRIS & payroll.
- Rationalise workforce planning and job functions to minimise duplication and improve synergy.
- Deliver change management initiatives to drive leadership alignment, cultural onboarding, and workforce engagement
2.

L&D
- Collaborate with department heads to identify training needs through performance reviews, skills gap analyses, surveys, and organizational assessments.
- Develop annual total organisation training plan (TOTP) and budget that aligns with strategic business goals and employee development needs.
- Design, develop, and curate effective learning materials, workshops, and programs, utilizing various modalities such as instructor-led training, e-learning, blended learning, and on-the-job experiences.
- Coordinate and facilitate a wide range of training sessions, workshops, and orientation programs for diverse employee groups.
- Manage the Learning Management System (LMS), ensuring content is updated, accessible, and tracked accurately.
- Work with external vendors and consultants to source specialized training content and manage contracts.
- Implement evaluation frameworks to measure the effectiveness and business impact of training programs (e.g. ROI, completion rates, performance improvements).
- Analyze L&D metrics and prepare reports and presentations for senior management, providing insights and recommendations for continuous improvement.
- Maintain accurate and organized records of all training activities and employee participation for compliance and reporting.
- Stay updated on the latest learning trends, adult learning principles, and instructional design methodologies to ensure programs are innovative and engaging.
- Implement and deploy learning and OD initiatives with broader HR functions like talent management, workforce and leadership competency framework & improvement, and succession planning.
- Manage high-potential talent pool programme for effective succession planning and develop strong internal pipelines to fulfill critical roles deployment within the group.
- Set-up a knowledge repository centre that capture and retain all skills and knowledge (SOPs, Manuals, References, Databases & etc) of critical positions when any change in personnel will not result an erosion of quality, performance and standards.

Job Requirements

Performance Management and M&A

• At least 5 years of proven experience in Performance Management with foundational knowledge in M&A lifecycle, particularly in HR due diligence and integration phases.
  
  
• Deliver change management initiatives to drive leadership alignment, cultural onboarding, and workforce engagement.
  
  
• Excellent communication, influencing, and interpersonal skills, along with a high level of discretion for handling confidential and sensitive M&A and performance data.
  
  
• Foundational understanding of the M&A lifecycle, particularly the HR due diligence and integration phases.
  
  
• Strong analytical skills and experience using Excel and HRIS/Performance Management systems to extract data and create actionable insights.
  
  
• Deep working knowledge of performance management methodologies, principles, and software.
  
  

L&D

• At least 5 years of proven experience in Learning and Development or Training roles with some experience in program management or team coordination.
  
  
• Excellent interpersonal communication skills, ability to collaborate effectively with all levels of the organization and external vendors.
  
  
• Proven ability to manage multiple projects, timelines, and budgets simultaneoursly.
  
  
• Experience administering or working with a Learning Management System and e-learning authoring tools.
  
  
• Highly adaptable in fast-paced working environment.
  
  
• Meticulous personality, ability to handle sensitive information with confidentiality.
  
  

Required Skill Profession

Other General