Head of Human Resources - Security & Risk Solutions Pte Ltd

Role Mandate

This is a two-phase leadership role designed to stabilise, transform, and future-proof the people function of Security & Risk Solutions. In the first phase, the Head of HR will focus on practical reform - rebuilding governance, compliance, structure, and employee confidence across all HR touchpoints. Once operational stability is achieved, the role will expand into a more corporate-strategic focus: leading digital transformation, workforce analytics, and long-term leadership and talent development to support the company's growth agenda.

Position Overview

The Head of HR drives both the strategic and operational transformation of the company's people function - building structure, compliance, and culture across a complex, fast-paced environment. This role requires a balance of strategic vision, operational discipline, and strong leadership to restore HR's authority and credibility while fostering trust and collaboration across the organisation.

Key Responsibilities

1. Leadership & Culture Transformation

• Champion a culture of respect, accountability, and collaboration between Operations and Support Office teams.
• Act as a firm yet empathetic voice for HR in all strategic and operational forums.
• Mentor and develop HR team members to build confidence, consistency, and professionalism in delivery.
• Rebuild trust across the organisation by modelling transparency, fairness, and integrity in people practices.

2. Operational HR Excellence

• Oversee all core HR functions - recruitment, onboarding, payroll, performance management, and employee relations - ensuring accuracy, timeliness, and compliance.
• Strengthen HR processes, policies, and documentation to close compliance gaps (e.g., MOM, CPF, and Employment Act).
• Resolve employee relations and disciplinary matters with balance - protecting company interests while upholding fairness.
• Partner closely with Operations Managers to align manpower deployment, rostering, and remuneration practices with legal and ethical standards.

3. Workforce Planning & Analytics

• Use data-driven insights (HRMS dashboards, attrition analytics, headcount trends) to support strategic manpower planning.
• Translate workforce metrics into practical recommendations for leadership.
• Integrate digital systems (HRMS, LMS) to enhance visibility, compliance, and efficiency in workforce management.

4. Policy Governance, Documentation & Continuous Improvement

• Conduct comprehensive HR gap analyses to identify deficiencies in current processes, systems, and compliance frameworks.
• Design and institutionalise HR policies, SOPs, and employee handbooks aligned with Singapore labour laws and company standards.
• Develop a structured HR governance framework to ensure accountability, transparency, and consistent execution across all departments.
• Oversee compensation and benefits frameworks, ensuring internal equity, market competitiveness, and financial discipline in partnership with Finance.
• Establish regular reviews of HR policies to reflect changes in legislation, business direction, and workforce needs.

5. Talent Acquisition & Workforce Planning (Hybrid Model)

• Establish and lead a hybrid recruitment framework where Operations handles sourcing and HR governs selection, compliance, and onboarding.
• Build structured recruitment workflows and digital dashboards to ensure transparency, documentation accuracy, and hiring-quality tracking.
• Conduct periodic analysis of recruitment sources and retention performance to identify improvement areas.
• Introduce automation and mobile-enabled tools to streamline candidate management, pre-screening, and PLRD compliance checks.
• Develop guard retention and referral programmes to reduce dependency on ad-hoc sourcing and improve workforce stability.

6. Compensation & Benefits Governance

• Oversee the administration and governance of payroll, incentives, and allowances to ensure consistency and compliance.
• Conduct benchmarking and review of total rewards frameworks to maintain competitiveness and internal equity.
• Work closely with Finance to align compensation strategy with financial goals and audit requirements.

7. Employee Engagement & Belonging

• Lead initiatives that strengthen employee engagement, recognition, and sense of belonging.
• Partner with Operations and leadership to improve communication, inclusion, and workplace morale.
• Implement structured feedback mechanisms and employee pulse surveys to track engagement and identify areas for improvement.
• Foster a culture of trust, fairness, and accountability through proactive communication and transparent HR practices.

8. Stakeholder & Change Management

• Serve as a trusted advisor to C-suite and senior leadership on workforce structure, employee morale, and change readiness.
• Lead HR transformation initiatives in line with digital and organisational growth priorities.
• Manage union and government relations with tact and professionalism.

Core Competencies

• People Leadership & Team Development - Builds, motivates, and strengthens the HR team's capability.
• Resilience & Conflict Management - Maintains composure under pressure and manages difficult stakeholders diplomatically.
• Compliance & Ethical Governance - Ensures HR operations are lawful, transparent, and equitable.
• Strategic Agility - Connects HR initiatives with business direction and operational realities.
• Data & Digital Fluency - Comfortable using HRMS, LMS, and analytics tools to guide decision-making.
• Cultural Influence - Shapes behaviours and norms through communication, coaching, and leading by example.
• Execution Discipline - Balances strategy with hands-on execution to deliver measurable outcomes.

Pre-Requisites

• Degree in Human Resource Management or related field (postgraduate qualification preferred).
• Minimum 8-10 years of progressive HR experience, with at least 3 years in a leadership capacity.
• Experience in labour-intensive or operations-driven industries (security, logistics, facilities, or similar).
• Proven track record in managing difficult stakeholders and rebuilding team cohesion.
• Familiar with MOM regulations, CPF, and labour relations frameworks.
• Certification in Change Management, WSQ HR Business Partnering, or Digital HR Transformation preferred.

Success Indicators

• Stabilised HR operations and reduced attrition within the HR team.
• Improved collaboration between Operations and Support Office functions.
• Documented, compliant HR processes and clear governance frameworks.
• Strengthened HRMS adoption and accurate workforce reporting.
• Recognised credibility of HR as a trusted and respected business partner.

Feel free to submit your resume and cover letter to the email below: info@srs-grp.com.