Manager, Human Resource (Talent Acquisition)

Why Join Us?NTUC Club is committed to building a high-performing, inclusive, and collaborative workplace. As the HR Manager – Talent Acquisition, you will play a key role in shaping the future of our workforce and ensuring we attract the right talent to drive our mission forward.The Manager, Talent Acquisition plays a pivotal role in shaping the organization's future workforce. The successful candidate will be responsible for developing and executing the full spectrum of talent acquisition activities, including strategic workforce planning, recruitment strategies, and headcount governance across various business units.This is a strategic leadership position that requires a hands-on approach. The individual will not only build and enhance the organization's bench strength and talent pipelines but will also lead key re-employment exercises to ensure business continuity and compliance with Singapore's statutory requirements.Roles & ResponsibilitiesStrategic Workforce Planning and Headcount Governance:Serve as the organization's headcount owner, governing all hiring activities and requestsPeriodically assess organizational headcount to ensure business suitability and efficiencyDrive annual manpower and recruitment budget reviews, manpower planning, work plan, and re-employment exercisesConduct regular reviews with departments to evaluate headcount justifications (replacement vs. new roles) based on job nature and operational needCollaborate with department heads on workforce planning aligned with short- and long-term business goalsRecruitment and Staffing:Lead and manage the full recruitment lifecycle, including workforce planning, sourcing, selection, onboarding and offboardingBuild effective sourcing strategies and talent pipelines for all rolesFormulate and review internal Standard Operation Procedures (SOPs)Build robust talent pipelines for current and future hiring needsLiaise with IHLs on internship placements and work attachment programmesEnsure compliance with internal hiring policies and employment regulationsBenchmark and review new hire salaries under approved guidelines Business Partnering and Advisory:Act as a strategic partner to line departments by staying abreast of market and industry hiring trendsProvide advisory support to department leaders on evolving talent needs, competitive market conditions, and workforce challengesPartner with them to understand their staffing needs and design appropriate sourcing strategies including implementing new channels of outreach HR Reporting and Business Analysis:Govern the HR reporting framework related to recruitment and headcount, enhancing the current suite of reportsPropose and introduce new data-driven reports to support workforce decisions and strategic planningAnalyze recruitment data, headcount trends, and hiring performance metrics to influence talent strategyDeliver insightful reports to senior leadership to aid in manpower planning and organizational decisions HRIS System Ownership (Recruitment & Lifecycle Modules):Act as the system owner and subject matter expert for recruitment and employee lifecycle modules of the HRISDrive system optimization, user adoption, and continuous improvement initiativesCoordinate with IT team and vendor on configurations, enhancements, and troubleshootingTrain HR teams and hiring managers on system functionalities and best practices Re-employment and Workforce Compliance:Spearhead the organization’s annual re-employment exercise, ensuring fair and lawful practicesReview eligibility, facilitate engagement conversations, and guide decisions for re-employmentEnsure adherence to local labour laws and company policies related to employment continuity Team Leadership and Development:Set team goals and manage day-to-day operations of the recruitment functionLead, coach, and appraise team members to drive high performance and professional growthProjects and Benchmarking:Spearhead recruitment-related projects and support cross-functional HR or business initiativesConduct environment scanning and benchmarking exercises to stay up to date with best-in-class HR and recruitment practicesRecommend and implement improvements to enhance recruitment effectiveness and candidate experience Other Duties:Perform other responsibilities as assigned by the management in line with business and HR objectivesEducation and ExperienceBachelor’s degree in Human Resources, Business Administration, or a related field with at least 8 years of progressive HR experience, with 3+ years in a talent acquisition leadership roleStrong background in workforce planning, headcount governance, and HR data analyticsDemonstrated success in managing recruitment teams and projects, experience working with HRIS systemsOther Requirements:High level of integrity and discretion in handling confidential informationAbility to manage multiple priorities in a fast-paced environmentContinuous improvement mindset with a passion for innovation in HR practicesPreferred Knowledge and SkillsStrategic thinking with deep business understandingStrong stakeholder management and influencing skillsExcellent team player with team leadership capabilitiesHigh proficiency in recruitment metrics, HR analytics, and reporting toolsUp-to-date knowledge of labour laws and talent trends