hr manager (single family office).

Reporting directly to the Chief Human Resources Officer (CHRO) based in Singapore, the HR Manager will play a pivotal hands-on role in driving end-to-end HR governance, operations, performance management, and regional alignment across all entities. Partnering closely with the CHRO and coordinating with regional HR specialists (L&D and HR Operations based in Malaysia), this role ensures robust statutory compliance, streamlined HR policies, high-touch employee engagement, and seamless HR execution during M&A transactions, entity consolidations, and organizational restructures in a high-performing financial services environment.

KEY RESPONSIBILITIES

1. M&A, Restructuring & Change Management

• HR Due Diligence & Integration: Partner with the CHRO and deal teams on HR due diligence for regional target acquisitions, evaluating talent capabilities, employment contracts, C&B liabilities, and cultural alignment.
• Post-Merger Integration (PMI): Design and execute post-deal HR integration plans to harmonise organizational structures, grading frameworks, and operational workflows across newly acquired entities in APAC.
• Organizational Restructuring: Plan and execute workforce rightsizing, entity rationalisation, and target operating model (TOM) rollouts, ensuring compliance with regional retrenchment, consultation, and redundancy regulations.

2. Talent Acquisition, Workforce Planning & Onboarding

• Lead the end-to-end recruitment lifecycle across all regional offices (Singapore, Malaysia, Indonesia, Hong Kong, China, Australia), including sourcing, screening, interviewing, offer negotiations, and pre-employment checks.
• Partner closely with hiring managers to define hiring needs, draft role profiles, manage manpower budgeting, and execute targeted talent acquisition strategies for asset management roles.
• Manage talent retention strategies and key person lock-ins post-acquisition or during restructuring phases.
• Design and execute seamless onboarding and induction programs to ensure strong integration, culture alignment, and early retention for new hires.

3. HR Governance, Policy & Regional Harmonization

• Harmonise and standardise regional HR policies, SOPs, and governance frameworks post-M&A to maintain consistency while respecting local labor regulations across all six jurisdictions.
• Act as the subject matter expert on employment laws, statutory compliance, tax guidelines, HR audit requirements, and retrenchment/severance regulations in all operating jurisdictions.
• Identify human capital risk areas—including post-transaction integration risks—and implement proactive mitigation strategies aligned with asset management industry standards.

4. Compensation, Benefits & Integration Benchmarking

• Oversee regional compensation structures, benefit schemes, allowances, and statutory contributions, ensuring internal equity and market competitiveness.
• Drive C&B harmonization across merging entities, addressing disparities in bonus schemes, carried interest/equity structures, and healthcare benefits.
• Ensure payroll data accuracy and operational coordination with external payroll partners or internal specialists across all entity locations.

5. Regional HR Operations & Operational Management

• Oversee day-to-day HR operations, ensuring seamless execution of employee lifecycle workflows (onboarding operational administration, mobility, offboarding, and offboarding clearances).
• Guide and collaborate with the Malaysia-based HR Operations specialist to streamline transactional processes, payroll input accuracy, statutory filings, and benefits administration across regional entities.
• Lead regular HR department operational reviews, set actionable agendas, and ensure timely execution of key HR milestones.

6. Performance Management & Capability Development

• Manage quarterly and annual appraisal cycles across all regional offices, ensuring goal alignment, KPI monitoring, and objective performance evaluations.
• Conduct periodic job role analyses to refine job descriptions, clarify organizational expectations, and support headcount planning with line managers.
• Partner with the Malaysia-based L&D specialist to identify regional skill gaps, support execution of functional/compliance training, and track professional development initiatives.

7. Employee Relations, Engagement & Culture Integration

• Serve as a trusted advisor to people managers and employees on employee relations matters, grievances, conflict management, and sensitive redundancy/severance discussions.
• Implement engagement strategies, employee wellness initiatives, and culture-building programs to retain top talent and drive culture change during transformational shifts.
• Conduct structured exit interviews to gather actionable operational insights and recommend retention strategies to the CHRO.

8. HR Systems, Data Analytics & Strategic Projects

• Maintain HR metrics, headcount reporting, turnover analysis, and operational dashboards to inform C-suite decision-making.
• Drive HR digitalization, workflow automation, and adoption of AI/HR tech tools to maximize team efficiency.
• Lead dynamic, ad-hoc strategic HR projects involving regional legal entity setups, restructuring execution, and cross-border transfers.

REQUIREMENTS

• Education & Experience: Bachelor's degree in HR, Business Administration, or a related field with 6+ years of generalist HR experience, including hands-on experience in M&A HR due diligence, post-merger integration (PMI), or organizational restructuring/rightsizing. Prior exposure to financial services, asset management, or dynamic, lean SME/MNC environments is highly preferred.
• Regional Jurisdiction Knowledge: Strong working knowledge of Singapore employment law (MOM) and practical exposure to retrenchment rules, labor laws, and transfer-of-employment frameworks across Southeast Asia, North Asia, or Australia.
• Change Leadership & Mindset: Highly autonomous, structured, and resilient, with a strong operational bias for action and proven ability to navigate complexity and change management in a high-touch environment.
• Communication & Stakeholder Management: Excellent interpersonal and influencing skills; confident in communicating with senior leadership, conducting sensitive redundancy discussions, and upholding policy compliance.
• Tech Savvy: Proficient in HRIS platforms, MS Office, and digital/AI-enabled HR productivity tool

Please click on the 'apply' button to apply online. For more information, please reach out to Shawn Foo, Consulting Manager from Randstad Human Resources. (EA: 94C3609 / R1872138)