[What the role is]

The Senior Manager/Manager (People & Culture – People Policy) serves as a trusted partner to the organisation in designing, implementing, and administering a comprehensive suite of human resource programmes that attract, retain, and motivate talent.
The role is responsible for the end-to-end management of the performance appraisal process, ensuring that appraisal outcomes are aligned with organisational objectives and support a high-performance culture.
The incumbent will oversee compensation, payroll, and superannuation administration, encompassing payroll processing, secondment billing, and the implementation of periodic Public Service-wide salary reviews.
In addition, the role manages a broad range of employee benefits — including medical, dental, and flexible benefits — ensuring that all programmes comply with relevant legislation, are accurately processed, and are effectively communicated to employees.

[What you will be working on]

Performance Management

The incumbent oversees the full administration of the performance appraisal cycle, ensuring that all processes are executed accurately, consistently, and in accordance with established HR policies and timelines. This encompasses launching the annual appraisal exercise, maintaining and updating the appraisal system, and ensuring timely communication of appraisal guidelines and process, as well as tracking completion rates to ensure that appraisals are conducted within stipulated timelines. This role also coordinates the scheduling of ranking and promotion moderation and calibration exercises, consolidates and processes appraisal results, and ensures that all records are accurately updated in the HR system.

Compensation

The incumbent is responsible for managing the compensation function, ensuring that the organisation's salary structures and pay practices are equitable and aligned with Public Service-wide frameworks and guidelines. This includes administering and supporting the implementation of Public Service-wide salary reviews and adjustments as directed.

 

The role also involves processing and administering salary changes arising from promotions, regrading, and other employment movements, ensuring that all changes are accurately reflected in the HR and payroll systems. The incumbent works closely with HR business partners to provide compensation-related advice and analysis and ensures that all compensation practices are administered in accordance with established policies, guidelines, and regulatory requirements.

 

Benefits Administration

The incumbent is responsible for the end-to-end administration of employee benefits, ensuring that all programmes are accurately processed, compliant with relevant legislation and organisational policies, and effectively communicated to employees. This encompasses the administration of medical and dental benefits, including the management of claims and eligibility entitlements. The role extends to the administration of other employee benefits such as Flexi-Benefits, ensuring that employees are kept informed of their entitlements and that all benefit-related records are accurately maintained and updated in a timely manner.

 

Payroll Administration & Superannuation

The incumbent works closely with NAC’s payroll shared service partner for the processing of the monthly payroll, ensuring that all payroll transactions are processed accurately and on time. This includes performing payroll quality checks, analysing monthly payroll and finance reconciliation reports as well as managing bonus provisions and all required statutory reporting and payroll audits. The incumbent also manages secondment billing for seconded officers.

 

The incumbent is also responsible for timely monthly CPF contributions for Singapore entities and manages income tax submissions as tax clearance as required. The role also encompasses the submission of all government-related claims with working knowledge of the relevant Government Instruction Manuals.

 

Budgeting

The incumbent supports the department's annual budgeting exercise, with a particular focus on the projection and monitoring of the organisation's Expenditure on Manpower (EOM). This includes providing accurate and timely manpower cost data to support budget planning, tracking actual expenditure against approved budgets, and highlighting variances for the attention of the relevant stakeholders.

[What we are looking for]

a.    Knowledge

·         A strong understanding of the Civil Service performance appraisal frameworks, guidelines and methodologies is essential, along with knowledge of compensation principles including salary structuring, job grading, and pay benchmarking.

·         Well-versed in statutory requirements governing payroll, CPF, income tax obligations under IRAS, and employment legislation under the Employment Act and Ministry of Manpower guidelines.

·         Familiarity with the Public Service employee benefits administration, including medical, dental and flexible benefits. important.

·         Knowledge of HR information systems and payroll platforms such as Workday / Cumulus would be advantageous, as would an understanding of government budgeting processes and manpower expenditure planning.

b.    Competencies

·         Strong analytical and numerical skills to manage payroll processing, reconciliation, and compensation analysis accurately.

·         Attention to detail is critical given the compliance-driven nature of payroll and benefits administration.

·         Proficiency in Microsoft Excel is essential, including the ability to work with complex formulas, pivot tables, and data analysis tools to manage and reconcile payroll and HR data effectively.

·         Demonstrate good organisational and time management skills to meet tight payroll and statutory deadlines.

·         Adaptable and able to manage multiple priorities, and possess a continuous improvement mindset, particularly in supporting process transitions and system implementations.

·         Effective communication and interpersonal skills are important for engaging with employees, managers, HR business partners, and external agencies.

Able to exercise discretion and maintain confidentiality when handling sensitive employee data is essential.