Role Overview
We are seeking a strategic and hands-on leader to spearhead the Post-Merger Integration (PMI) and ongoing operational excellence of our restaurant portfolio in Singapore. Serving as the vital bridge between our Japan Headquarters and local operations, you will be responsible for institutionalizing group governance while driving commercial performance across multiple outlets.
Key Responsibilities
1. Post-Merger Integration (PMI) & Strategy Execution
Drive Integration: Lead the execution of PMI initiatives in Singapore, ensuring full alignment with HQ’s strategic direction.
Operational Translation: Convert group governance, internal controls, and corporate policies into practical, high-efficiency SOPs for daily restaurant operations.
Project Management: Oversee integration roadmaps, managing timelines and key deliverables to move from transition to "Business As Usual."
Risk Mitigation: Proactively identify integration gaps or operational friction and implement swift corrective actions.
2. Business & Performance Management
P&L Ownership: Oversee financial performance, optimizing cost structures and maintaining rigorous financial discipline across all outlets.
KPI Accountability: Monitor and enhance key metrics, including sales growth, labor productivity, COGS, and compliance indicators.
Continuous Improvement: Lead data-driven initiatives to address performance variances and optimize margins.
Commercial Balance: Harmonize strict governance requirements with the need for local commercial agility and operational speed.
3. Operational Governance & HQ Coordination
Standardization: Ensure 100% consistency in the application of group SOPs and internal controls across the Singapore market.
Transparency & Reporting: Strengthen management reporting frameworks to provide HQ with high-level operational visibility.
HQ Liaison: Serve as the primary point of contact for Japan HQ, providing structured feedback on local market conditions and implementation challenges.
Audit Readiness: Maintain a state of constant audit-readiness, ensuring all outlets meet stringent international headquarters standards.
4. Organizational Development & Leadership
Capability Building: Mentor and develop local management teams to enhance their strategic and operational competencies.
Succession Planning: Identify and groom high-potential talent to ensure long-term leadership stability within the organization.
Culture Catalyst: Foster a high-performance culture rooted in accountability, execution discipline, and professional ownership.
