Total 147 technology development job vacancies in Human Resources category

We are hiring 6 months Contract HR Administrator, Learning & Development to be outsourced to our clients from reputable healthcare organizations.

Apply now!

Job Responsibilities

• Assist in orientations
• Handling the new system launched
• Facilitating in house training
• Admin and Logistics arrangements for trainings
• Stakeholder Engagement

Job Requirements:

• Min. Diploma in Human Resource or its relevant fields

All Interested candidates are invited to email your resume in MS Word format to:
healthcare8@recruitexpress.com.sg

Please include your full working experience, education background, notice period, expected salary.

Siow Hui Hui (Anthea)

Outsourcing Team

Ref Code: #HGNT

Recruit Express Pte Ltd

Company Reg. No. 199601303W | EA License Number: 99C4599

We regret to inform that only suitable candidates will be shortlisted for an interview

We are looking for an experienced Talent Acquisition Lead to drive hiring strategy and recruitment delivery for a fast-paced technology and digital product environment [Govt Project]. 
In this role, you will partner with senior stakeholders to hire top talent across engineering, product, design, and operations , while improving recruitment processes and hiring quality. This is a great opportunity for someone who enjoys leading tech hiring initiatives and shaping how teams scale.

Salary: Up to $12K + Comprehensive medical plan
Location: Punggol 
Working hour: Office Hour, Hybird work arrangement
Govt Project Exposure

What You’ll Do

• Lead end-to-end recruitment for key tech and product roles
• Partner with hiring leaders to define clear hiring strategies and priorities
• Ensure interview processes are structured and aligned with hiring standards
• Build and maintain strong pipelines for critical roles
• Track and analyse hiring metrics such as time-to-hire and pipeline health
• Improve recruitment workflows and hiring operations across teams
• Support onboarding and workforce planning to ensure smooth team growth

Requirements: 

• Singaporean only
• Experience leading technology / product recruitment

By submitting your resume, you consent to the collection, use, and disclosure of your personal information per ScienTec’s Privacy Policy (scientecconsulting.com/privacy-policy).

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Contact you about potential opportunities.

Delete personal data as it is not required at this application stage.

All applications will be processed with strict confidence. Only shortlisted candidates will be contacted.

Thong Jia Qian (Joyce) - R1981781

ScienTec Consulting Pte Ltd – 11C5781

We are looking for an experienced Senior Talent Acquisition Partner (Technology focus) to drive talent strategy and workforce initiatives while being hands-on in HR operations. You will partner closely with leadership to build high-performing teams, shape organizational culture, and align people strategies with business goals.

Key Responsibilities:

• Provide strategic insights on workforce planning, talent development, and organizational initiatives, ensuring HR priorities support business growth.
• Lead end-to-end recruitment for critical roles in Singapore and other regions, building a strong talent pipeline and assessing candidates for skills, motivation, and cultural fit.
• Advise leadership on salary benchmarking, performance management, promotions, rewards, and retention strategies to attract and retain top talent.
• Drive employee engagement and development programs, including performance management cycles, learning initiatives, and succession planning.
• Manage People Operations, including onboarding, offboarding, payroll, statutory compliance, employee benefits, and HR process improvements.
• Ensure HR policies and practices comply with Singapore and regional employment laws and support audit readiness.
• Partner with leadership to strengthen organizational culture, foster inclusion, and promote high-performing teams.

Requirements:

• 7–12 years of HR experience, ideally as a Talent Acquisition/ Recruiter or Business Partner, with hands-on recruitment and operational HR ownership.
• Experience in AI/Technology or high-growth environments preferred.
• Strong knowledge of compensation, statutory compliance, HR systems, and talent acquisition channels.
• Hands-on, resilient, and adaptable, thriving in fast-paced, lean startup environments.
• High integrity, excellent judgment, and ability to influence leadership on people-related decisions.

Benefits Summary

• Reputable Healthcare Sector
• Basic Up $7500++ depending experiences
• Full Time Benefits Entitlements & Bonuses
• Stable Career Opportunity
• 5 Days Work Week

Responsibilities

• Plan and implement HR IT strategies to improve process efficiency through technology.
• Oversee administration, maintenance, and support of HR systems and related technologies.
• Work with stakeholders to review processes and implement automation or system enhancements.
• Manage HR IT projects, including requirement gathering, vendor coordination, and project delivery.
• Act as Subject Matter Expert, supporting UAT, stakeholder communication, and change management.

Requirements

• Experience managing SAP SuccessFactors modules (e.g., Employee Central, Time Off, PMGM, LMS, RCM, Reporting) within large-scale organisation-wide implementations.
• Experience handling and maintaining employee data for large organisational databases.
• Familiarity with automation tools such as RPA, Microsoft Power Automate, and Microsoft Power Query is an added advantage.
• Strong analytical mindset with attention to detail, high energy level, and ability to manage multiple tasks effectively.
• Demonstrated ability to maintain strict confidentiality in all job-related matters.
• Able to work independently while collaborating effectively with various stakeholders
• Proficient in Microsoft Word, Microsoft Excel, and Microsoft PowerPoint.

Applicants who possess relevant experience for the above responsibilities are most welcome to apply. If you do not possess the above experience, your application will still be considered on individual merits, and you may be contacted for other opportunities.

Please submit your updated resume in MS Words format by using the APPLY NOW BUTTON

By submitting your personal data and/or resume, you give consent to collection, use and disclosure of your personal data and/or resume by the company (or its agent) for the purpose of the processing and administration by the company relating to this job application.

https://www.mci.com.sg/wp-content/uploads/2025/09/MCI-Job-Applicant-Data-Protection-Notice.pdf

We regret to inform that only shortlisted candidates would be notified.

Cheah Mei Ling (Stephanie)
Registration Number: R1988795
EA Licence No: 06C2859 (MCI Career Services Pte Ltd)

We are seeking a Talent Acquisition Executive to join our team. In this role, you will be a key part of our recruitment efforts, responsible for sourcing and identifying talented individuals who can help us meet our hiring targets. You'll work closely with hiring managers to understand their needs, find the right candidates, and keep the recruitment process running smoothly.

This role is centered around sourcing top talent to fill various positions across the organization. You’ll also be responsible for ensuring progress is tracked and reported in a timely manner, helping the team stay aligned with our hiring goals.

Key Responsibilities:

• Partner with hiring managers to understand the specific hiring needs and job requirements.
• Proactively source candidates through various channels, including job boards, social media, and networking, to build a strong pool of talent.
• Review resumes, engage with potential candidates, and ensure a good match for each role.
• Maintain clear and open communication with hiring managers to keep them updated on sourcing progress.
• Provide regular, timely reports on sourcing activity and results, ensuring alignment with hiring targets.
• Track and meet hiring targets, with an emphasis on quality and timely placement.
• Foster a positive candidate experience throughout the sourcing process.
• Contribute ideas to improve sourcing strategies and candidate engagement.

Requirements:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Experience in a sourcing or recruitment role is preferred, but not mandatory.
• Comfortable working with targets and able to manage multiple recruitment needs at once.
• Strong communication skills with an ability to connect with candidates and hiring managers.
• Familiarity with sourcing tools like LinkedIn and job boards is an advantage.
• Organized, proactive, and results-oriented, with a focus on meeting deadlines.
• Knowledge of Singapore’s employment laws is a plus.

Why Join Us:

• Attractive Incentives: You’ll be rewarded for your success in exceeding recruitment targets.
• Opportunities for career growth and personal development.
• Competitive salary and benefits package

Job summary

Join Skills Development Academy as a Talent Acquisition Executive – Build a Winning Team!

Key selling points

• Basic + High Incentive
• Great career progression with positive and vibrant environment
• Exciting & Fast-Paced Creative Environment

Roles & Duties

1. Financial Management:

Assist in preparing budgets, forecasts, and financial reports.
Monitor financial transactions and ensure accuracy.
Coordinate payroll processing and compliance with tax regulations.
Support audits and help maintain internal controls.
Manage expense tracking and reimbursement processes.
Assist with financial analysis to support decision-making.

2. Human Resources Management:

Assist in recruitment and onboarding processes.
Maintain employee records and ensure data accuracy.
Help implement HR policies, procedures, and compliance with labor laws.Support employee performance evaluation processes.Coordinate training and development initiatives.
Manage attendance, leave tracking, and employee benefits administration.
Address employee queries regarding HR and payroll matters.

3. Coordination & Communication:Liaise between finance and HR teams for smooth operations.
Communicate policy changes and updates to employees.
Prepare and present reports to senior management.
Support employee engagement and organizational culture initiatives.

Job Summary

Support financial and administrative operations by assisting in month-end and year-end closing, managing procurement and inventory, processing invoices and payments, coordinating recruitment and Work Pass applications, maintaining employee records, and preparing reports.

Responsibilities

• Assist in completing month-end and year-end financial closing activities to ensure timely and accurate reporting
• Maintain accurate financial records and organize filing systems to support audit readiness and data retrieval
• Manage procurement of office supplies by monitoring inventory levels and placing timely orders to prevent shortages
• Maintain employee leave records and track attendance to support payroll and compliance
• Support recruitment activities by posting job openings, coordinating interviews, and managing Work Pass applications to facilitate hiring processes
• Process invoices, purchase orders, payments, and expense claims promptly to maintain financial accuracy and vendor relations
• Prepare and send Statements of Account (SOA) and follow up on outstanding receivables to ensure timely collections
• Prepare monthly financial and operational reports to provide management with up-to-date business insights
• Monitor and maintain records for employee training and Work Pass expiry to ensure compliance with regulatory requirements
• Provide general administrative and office support daily to maintain smooth office operations

Our client is a leading player in construction industry. They are looking for a Learning & Development Executive to join their HR Team, in hopes of developing the current high performing team. They are located in the North area.

Duties of Learning & Development Executive:

• Identify learning needs and develop training plans with business units.

• Manage end-to-end L&D activities, including coordination, evaluation, grants, and vendor payments.

• Analyse training data to support decision-making.

• Support succession planning and talent development initiatives.

• Oversee internships, attachments, scholarships, and onboarding programmes.

• Ensure compliance for training grants and maintain accurate training records.

• Handle training-related audits, surveys, and ad hoc HR projects.

Requirements:

• Diploma / Degree in Human Resource Management or related

• Min 2 - 3 years experience of training administration/ L&D experience

Interested candidates who wish to apply for the advertised position, please click APPLY NOW or email an updated copy of your resume/CV.

We regret that only shortlisted candidates will be notified.

Email Address: jobs@recruitpedia.sg
EA License No: 19C9682
EA Personnel No: R25157233
EA Personnel Name: Loh Pooi Keng

Our client is a public-sector-linked organisation at an important stage of organisational growth.

This role is not about maintaining an established Learning & Development function.

It is about building one properly.

Today, training activity exists in pockets, but there is not yet a structured, organisation-wide Talent Development foundation. This includes clearer competency expectations, development pathways, and a more coherent approach to capability-building across a diverse employee population.

That is why this role has been created.

This is a standalone Individual Contributor mandate for a Talent Development professional who can personally design, build, and implement foundational development structures from scratch. You will work closely with senior HR leadership to shape practical Talent Development architecture in a governance-conscious environment with real organisational complexity.

This role will suit someone who is at their best when given meaningful ownership, a build-first remit, and the opportunity to create something that will matter over time.

Why this role is different

This is not a programme coordination role.

This is not a mature COE environment with inherited frameworks already in place.

This is an early-stage, build-first role where you will be expected to:

• create structure where little currently exists

• define practical development architecture across different job families

• balance design work with some foundational operational stabilisation

• help shape the Talent Development function before it is fully mature

For a start, this is a one-person Talent Development function, working closely with the reporting manager. The role is therefore best suited to someone who is comfortable operating independently, making sound foundational decisions, and building before optimising.

Key Responsibilities

Talent Development Architecture

• Design and implement organisation-wide Talent Development frameworks from the ground up

• Build competency architecture, career pathways, and progression structures across multiple employee groups

• Translate organisational priorities into practical, implementable development structures

• Establish a clearer and more coherent development spine across varied professions and job families

Organisational and Career Development Initiatives

• Develop structured approaches for employee growth, capability development, and readiness

• Design and roll out initiatives such as mentorship, traineeship, internship, scholarship-related, or other early-career development pathways

• Help lay the groundwork for future talent management and succession planning

Systems and Process Enablement

• Support HR and learning system improvement efforts, including future-state learning and development workflows

• Contribute to discussions around learning system structure, governance, process flow, and user experience

• Exposure to Workday or similar platforms will be advantageous, especially where learning process migration or implementation is involved

Operational Foundations

• Oversee essential learning operations where needed, including training budgets, vendor coordination, learning records, invoicing, training registration administration, and workflow discipline

• Support selected bond-related and learning administration processes tied to employee development initiatives

• Help put structure around currently manual or fragmented learning workflows so the function can scale more effectively over time

• Be comfortable doing some groundwork first, rather than expecting an immediate transformation-only remit

Stakeholder Partnership

• Work closely with senior HR leadership and internal stakeholders to ensure Talent Development frameworks are aligned with broader people and organisational priorities

• Operate with sound judgment in a governance-heavy environment where decisions need to be practical, sustainable, and context-aware

Who this role is for

This role is suited to someone who:

• is a builder, not just an operator

• has personally designed and implemented Talent Development frameworks, not merely supported them

• is comfortable as a standalone Individual Contributor, owning work end-to-end

• can operate without inherited structure and make sound foundational decisions

• is able to balance architecture thinking with practical hands-on execution

• enjoys shaping systems and frameworks at an early stage, rather than simply maintaining mature ones

• is motivated by meaningful ownership and build opportunity, not just title

Who this role is unlikely to suit

This role is unlikely to suit candidates whose experience is primarily in:

• training administration

• vendor or programme coordination

• facilitation-heavy learning delivery

• HR business partnering with limited Talent Development build depth

• heavily supported L&D environments where key frameworks were already in place

• broad HR or L&D support roles without clear ownership of design and build work

It is also unlikely to suit candidates looking mainly for a high-level transformation role without willingness to handle early-stage stabilisation and foundational work first.

Experience Requirements

• 6 to 10 years of relevant Talent Development / Learning & Development experience

• 6 years is the minimum threshold, not the comfort zone

• Candidates in the 6 to 7 year range should still demonstrate strong evidence of end-to-end ownership, not merely coordination or execution support

• Stronger 8 to 10 year builder profiles are likely to be more naturally aligned to the demands of this role

• Must demonstrate real experience in areas such as:

  • competency framework design

  • career pathway or roadmap development

  • capability architecture

  • structured employee development initiatives

• Experience in medium to larger organisations will be advantageous, especially where stakeholder complexity, policy alignment, and systems/process design matter

• Candidates should demonstrate sustained relevant Talent Development ownership, not fragmented exposure across multiple short stints

• This role is intended for someone already operating with credible independent Manager-level judgment, not someone who is primarily coordination-heavy or stepping up from a support-only profile

Builder Mindset

• Hands-on, Manager-level Individual Contributor

• Ownership of outcomes rather than people management

• Able to operate with ambiguity and build structures that can later scale

• Comfortable working closely with a senior HR leader in a directive, build-focused environment

• Willing to build first, optimise later

System Exposure

• Familiarity with HRMS / LMS platforms

• Experience with Workday or similar systems is advantageous, particularly in implementation, migration, or process design contexts

• Able to think beyond end-user usage and contribute to learning workflow design and structure

Qualifications

• Degree in any discipline

• Postgraduate qualification in Human Resource Management or related fields is an advantage

Why join

• Opportunity to build Talent Development from the ground up

• High visibility and direct partnership with senior HR leadership

• Real ownership across a meaningful and underbuilt capability area

• Exposure to organisation-wide impact across multiple employee groups

• Suitable for professionals seeking substantive IC ownership rather than people management

Additional Information

• This is a 2-year contract role, subject to renewal

• Based in Singapore

• Further details will be shared with shortlisted candidates during the interview process

EA Registration No.: R23111820 (Ben Chang)
EA Licence No.: 22C1307 (First Konnection Pte. Ltd.)

JOB SUMMARY
The Learning and Development (L&D) Assistant supports the L&D team in the delivery of training programmes pertaining to YMCA of Singapore. This role involves coordinating training sessions, managing training resources, and assisting with the implementation of L&D initiatives aligned with the YMCA of Singapore's mission and goals.

JOB RESPONSIBILITIES

Training Coordination:

• Schedule and organize training sessions, workshops, and seminars.

• Coordinate training logistics, including venue booking, instructing equipment setup, and simple materials preparation.

• Communicate training details to participants and manage attendance records.
  

Administration:

• Registration of courses for staff and processing of invoices from course providers.

• Maintain and update training records in the HR system.

• Support in tracking and monitoring training budgets and expenses.
  

Stakeholder Engagement:

• Liaise with internal stakeholders to identify training needs and opportunities.

• Coordinate with external trainers and vendors to ensure the quality and delivery of training programs.

• Provide administrative support to the L&D team in the planning and execution of L&D events and initiatives.

Employee Engagement Support:

• Support in planning and executing employee engagement activities, such as orientation/induction programmes or staff celebratory events.
  

JOB REQUIREMENTS

• Diploma, ITE qualification, or degree in Human Resources, Education, Hospitality, Events or a related field.

• Strong organizational and time management skills with the ability to manage multiple tasks and priorities.

• Excellent communication and interpersonal skills.

• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).

• A team player, self-motivated, independent, meticulous and detail-oriented with problem-solving skills.

Our client is a public-sector-linked organisation undergoing organisational growth, with a deliberate shift from training administration towards building a true Talent Development spine.

This is a greenfield Talent Development role.

Today, training exists — but Talent Development does not. There are no enterprise-wide career roadmaps, no competency architecture, and no single owner accountable for development strategy across diverse employee groups (teachers, coaches, and corporate staff).

This role is created to design, build, and institutionalise foundational Talent Development frameworks from scratch, working closely with senior HR leadership. The focus is on architecture and ownership, not programme administration.

This is a hands-on Individual Contributor role for a seasoned Talent Development professional who is comfortable operating with minimal scaffolding, making judgement calls, and building frameworks that will outlast the role itself.

Key Responsibilities

Talent Development Architecture (Core Mandate)

• Design and implement enterprise-wide Talent Development frameworks from the ground up, including:

  • Competency architecture

  • Career roadmaps and progression pathways

  • Capability development approaches aligned to organisational readiness and growth

• Translate organisational strategy into practical, implementable development structures

• Establish a coherent development spine across diverse job families and professions

Organisational & Career Development Initiatives

• Develop and roll out mentorship, traineeship, and early-career development initiatives

• Support leadership readiness and future workforce planning through structured development pathways

• Lay the foundation for future talent management and succession planning work

Systems & Process Enablement

• Support HR and learning system improvements and future system migration (e.g. Workday), with a focus on learning and development use cases

• Act as a key contributor in discussions around learning system structure, data flow, and governance

• Streamline learning-related workflows and processes

Operational Foundations (Secondary, Not the Core)

• Oversee essential learning operations (e.g. training budgets, vendor coordination, learning records)

• Ensure foundational TD practices are structured, documented, and scalable

Stakeholder Partnership

• Work closely with senior HR leadership and internal stakeholders to ensure Talent Development frameworks align with broader people and organisational strategies

Who This Role Is For

This role is suited for someone who:

• Is a builder, not just an operator

• Has personally designed and implemented Talent Development frameworks from scratch

• Is comfortable as a standalone Individual Contributor, owning end-to-end delivery

• Can operate without inherited structures and is confident making foundational design decisions

• Enjoys shaping systems and frameworks at an early stage, rather than maintaining mature ones

Who This Role Is Not For (Important)

This role is not suited for candidates whose experience is primarily in:

• Training administration or programme coordination

• Operating within fully established L&D frameworks without building them

• Roles where Talent Development decisions are heavily escalated or committee-driven

Experience Requirements

• 6–10+ years of Human Resource experience, with a strong focus on Talent Development / Learning & Development

• Demonstrated experience contributing to the setup, enhancement, or implementation of development frameworks

• Experience designing career roadmaps, competency frameworks, or development architectures is strongly preferred

• Background in medium to large organisations, ideally within regulated or public-sector-adjacent environments

Builder Mindset (Critical)

• Hands-on, Manager-level Individual Contributor

• Ownership of outcomes rather than people management

• Able to operate with ambiguity and build structures that can later scale

System Exposure

• Familiarity with HRMS / LMS platforms

• Experience with Workday or similar systems is advantageous, particularly in implementation or migration contexts

Qualifications

• Degree in any discipline

• Postgraduate qualification in Human Resource Management or related fields is an advantage

Why Join

• Opportunity to build Talent Development from the ground up

• High visibility and direct partnership with senior HR leadership

• Exposure to organisational-wide impact across multiple employee groups

• Suitable for professionals seeking substantive IC ownership, not people management

Additional Information

• This is a 2-year contract role, subject to renewal

• Based in Singapore

• Shortlisted candidates will receive further details during the interview process

EA Registration No.: R23111820 (Ben Chang)
EA Licence No.: 22C1307 (First Konnection Pte. Ltd.)

We are looking for a dynamic and results-driven Recruitment Consultant to support our firms growing client portfolio, including Big Tech firms, Banks, and MNCs. This role is crucial in delivering high-quality recruitment solutions and managing contract staffing services. The ideal candidate should have strong experience in IT and corporate recruitment, stakeholder management, and end-to-end hiring processes.

Key Responsibilities

Talent Sourcing & Recruitment

• Understand client requirements and hiring needs to provide tailored recruitment solutions.
• Manage the full-cycle recruitment process for clients, including sourcing, screening, interviewing, and closing candidates.
• Develop and maintain strong talent pipelines for IT, banking, and corporate roles across various levels.
• Collaborate closely with client hiring managers to understand business needs and define job requirements.
• Utilize job boards, social media, professional networks, and recruitment events to source and attract top-tier talent.
• Implement creative sourcing strategies to engage passive candidates and meet client hiring demands.

Client & Candidate Management

• Act as a trusted advisor to clients by providing market insights, salary benchmarks, and recruitment best practices.
• Ensure a seamless and positive candidate experience throughout the hiring process.
• Build and maintain strong relationships with clients and candidates for long-term engagement.
• Conduct regular check-ins with placed candidates to ensure job satisfaction and retention.

Contract Staffing & Workforce Solutions

• Manage contract staffing processes, including onboarding, contract renewals, and compliance with employment regulations.
• Work closely with payroll and HR teams to ensure smooth contract management for outsourced personnel.
• Provide workforce planning support for clients, helping them navigate temporary and contingent staffing needs.

Stakeholder & Vendor Management

• Conduct effective stakeholder management by aligning recruitment strategies with client expectations and business goals.
• Partner with internal teams, clients, and hiring managers to align recruitment strategies with business goals.
• Manage relationships with external recruitment agencies and third-party vendors when needed.
• Provide regular recruitment updates, hiring metrics, and market insights to clients and internal stakeholders.

Process Optimization & Compliance

• Identify inefficiencies in recruitment workflows and propose process improvements.
• Ensure compliance with local employment laws, company policies, and best hiring practices for both permanent and contract staffing.
• Track and report recruitment metrics to measure hiring effectiveness and client satisfaction.

Requirements

• Ability to understand banking and tech jargon and stay up to date on the latest trends in the tech and banking industry.
• Strong knowledge of Singapore labor laws, including MOM, TAFEP, and TADM.
• Education: Diploma/Degree in Human Resources, Business Administration, or a related field.
• Experience: Minimum 2 years of talent acquisition/recruitment experience, preferably in a recruitment agency setting, focusing on IT, banking, or corporate placements would be advantageous.
• Technical Skills:
  Strong experience in sourcing and placing candidates in contract roles.
  Proficiency in applicant tracking systems (ATS) and HR technology tools.
  Strong sourcing skills using LinkedIn Recruiter, job portals, and other talent platforms.
• Soft Skills:
  Excellent client-facing and stakeholder management skills.
  Ability to multitask, prioritize, and work in a fast-paced recruitment environment.
  Strong analytical mindset with a data-driven approach to hiring.
  Self-motivated and proactive in engaging both clients and candidates.

Job Description

• Administer salary, allowances, variable pay and overtime in line with company policy and the Employment Act.
• End-to-end payroll processing (monthly, ad hoc/off-cycle) for SG workforce: verification of timesheets, OT, shifts, no-pay leave, claims and deductions.
• Coordinate medical/insurance claims, renewals, and vendor.
• Support annual C&B cycles (salary review, bonus, benefits review, market benchmarking).
• Manage the employee lifecycle documentation: letters (offer, confirmation, increment, promotion), contracts, addendums, exit (resignation letters, clearance, final payroll).
• Maintain personnel files (physical/digital) and ensure PDPA compliance with strict data confidentiality.
• Prepare regular HR reports, such as payroll, headcount and other ad hoc report.
• Lead, plan, and organize company events such as employee engagement activities, CSR events, townhalls, celebrations, and HR-led initiatives.
• Any other task as assigned by HOD.

Job Requirement

• Diploma, or Bachelor’s Degree in HR, Business Administration or equivalent.
• Strong interest in HR and a desire to learn.
• Strong analytical, problem solving and numerical skills
• Proficiency in MS Office Suite (Word, Excel, Powerpoint)
• Able to commence work immediately or on short notice
• Good communication and interpersonal skills.

Our client is a leading player in construction industry. They are looking for a Learning & Development Executive to join their HR Team, in hopes of developing the current high performing team. They are located in the North area.

Duties of Learning & Development Executive:

• Identify learning needs and develop training plans with business units.

• Manage end-to-end L&D activities, including coordination, evaluation, grants, and vendor payments.

• Analyse training data to support decision-making.

• Support succession planning and talent development initiatives.

• Oversee internships, attachments, scholarships, and onboarding programmes.

• Ensure compliance for training grants and maintain accurate training records.

• Handle training-related audits, surveys, and ad hoc HR projects.

Requirements:

• Diploma / Degree in Human Resource Management or related

• Min 2 - 3 years experience of training administration/ L&D experience

Interested candidates who wish to apply for the advertised position, please click APPLY NOW or email an updated copy of your resume/CV.

We regret that only shortlisted candidates will be notified.

Email Address: jobs@recruitpedia.sg
EA License No: 19C9682
EA Personnel No: R22104769
EA Personnel Name: Ong Boon Kiet (Travys)

Join Our Team and Shape the Future of Education!

Are you passionate about people?

As an HR Executive in Mind Stretcher, you’ll play a key role in fostering employee growth, satisfaction, and engagement. This is an exciting opportunity to develop your HR expertise across L&D and Employee Engagement, contribute to a meaningful industry, and be part of a collaborative and supportive team!

Learning & Development:

● Training Program Development: Design and develop training programs, including curriculum, content, and materials, aligned with organizational goals and employee development needs.

● Training Delivery: Coordinate and facilitate training sessions, seminars, and workshops for employees at all levels using various instructional technologies and techniques.

● Skill Gap Analysis: Identify skill gaps through assessments and performance evaluations, working with managers to create individual development plans for employees.

● Feedback & Evaluation: Gather feedback on training programs and continuously improve content. Monitor the effectiveness of training initiatives and report on key metrics.

Employee Engagement:

● Employee Relations: Act as a point of contact for employees to address concerns, conflicts, and grievances. Conduct investigations into employee relations issues and recommend appropriate actions.

● Policy Implementation: Ensure consistent application of company policies and assist in the development and revision of HR policies to maintain a positive work environment.

● Employee Engagement Initiatives: Develop and implement initiatives to enhance employee engagement and satisfaction. Organize employee events, activities, and recognition programs to foster a sense of belonging.

● Survey & Feedback: Facilitate open communication channels between employees and management. Conduct surveys to measure employee satisfaction and track engagement levels.

● Performance Management Support: Assist in performance management processes, including feedback sessions and performance improvement plans.

HR Operations & Employee Relations:

● Employee Record Maintenance: Maintain accurate employee records related to hiring, termination, leaves, and promotions.

● HR Policies Development: Develop and implement fair HR policies while ensuring compliance with Singapore employment regulations.

● Employee Queries & Workplace Culture: Be a trusted point of contact for employee queries, fostering a positive workplace culture.

● Ad-hoc HR Projects: Handle any ad-hoc HR projects as needed.

General Responsibilities:

● Collaboration & Communication: Collaborate with department heads to understand specific training needs and communicate learning opportunities to employees.

● Documentation: Maintain accurate records of employee relations activities, investigations, and performance metrics.

● Ad-hoc Projects: Participate in various HR-related projects and assignments as required.

What We’re Looking For:

Education: Diploma in Human Resources, Business Administration, Education, or a related field.

Technical Skills: Proficient in MS Word and Excel; familiarity with Whyze HRIS is an advantage.

Experience: At least 1 year of experience in L&D, employee engagement, or as a Generalist within an HR function.

Skills: Strong organizational, facilitation, and interpersonal skills. Ability to manage multiple projects and priorities effectively.

Why Join Us?

• Work in a fast-growing and meaningful industry – Education!

• Gain hands-on HR experience across multiple functions.

• Collaborate with a supportive and energetic team.

• Career growth opportunities with structured learning & development programs.

• Competitive salary and benefits package.
  

If you’re ready to kickstart your HR career or take the next step in your journey, we’d love to hear from you! Apply now and be part of a team that values people and passion.