We are looking for an experienced, grounded Deputy Director, People & Culture to lead our People & Culture team in Singapore. Reporting to Senior Leadership, this role serves as an advisor to technical practice leads and oversees end-to-end People operations locally, with alignment across regional entities when needed.  

A primary focus involves driving practical talent acquisition strategies: closing specialized tech roles, managing IT staff augmentation partners, building structured campus internship pipelines, and strengthening employee retention and engagement across our Singapore operations.  

Key Responsibilities 

Strategic HR Business Partnering & Advisory 

• Business Advisory: Work directly with senior management, engineering directors, and project managers to translate operational priorities and project timelines into clear people initiatives.  

• Workforce & Succession Planning: Track technical resource demands, assess internal skill gaps, and implement structured succession plans for key leadership and technical positions.  

• Organizational Design & Change: Guide teams through headcount growth, capability building, and structural adjustments to maintain smooth project delivery.  

• Performance & Culture: Oversee annual review cycles, goal setting, and career development pathways to encourage performance and employee retention.  

Talent Acquisition, Tech Internships & Staff Augmentation 

• Technical Hiring & Sourcing: Lead recruitment delivery for mid-to-senior technical roles (cloud engineers, software developers, system architects, and team leads) and corporate functions.  

• Internship Framework & School Partnerships: Partner with local polytechnics, universities, and institutes of higher learning (IHLs) to establish structured tech internship programs. Develop end-to-end SOPs covering campus outreach, technical assessments, onboarding, mentorship frameworks, and conversion pathways to full-time junior tech roles.  

• Staff Augmentation Management: Manage external IT contractor and augmentation agencies. Establish standard vetting processes, negotiate commercial rates, enforce service level agreements (SLAs), and coordinate fast-turnaround resource deployments for client project deadlines.  

• Employer Branding & Sourcing Stack: Strengthen employer branding to attract local engineering talent, and refine recruitment tools and applicant tracking workflows to improve hiring turnaround times.  

Operations, Governance & Total Rewards 

• Team Leadership: Manage and mentor the People & Culture operations team, setting clear operational workflows across the employee lifecycle.  

• Compensation & Benefits (C&B): Conduct salary benchmarking against the local technology sector, managing annual increment cycles, bonus allocations, and benefits reviews.  

• HR Analytics: Monitor key workforce metrics—such as hiring velocity, agency costs, attrition trends, and headcount utilization—to support management planning.  

• Statutory Compliance & Budget Control: Oversee personnel expenditure and agency budgets. Ensure full compliance with the Singapore Employment Act, CPF Board statutory regulations, and Tripartite Guidelines on Fair Employment Practices (TGFEP).  

Requirements

• Degree in Human Resource Management, Business Administration, or a relevant field (IHRP certification or Graduate Diploma in HRM is advantageous).  

• Minimum 10 to 15 years of HR / People & Culture experience, including at least 4 to 5 years in a managerial or business partnering leadership capacity.  

• Background in the technology, IT services, cloud, or digital solutions industry.  

• Demonstrated experience establishing structured campus/internship programs and managing external IT staff augmentation vendors.  

• Working knowledge of Singapore labour laws (Employment Act, CPF regulations, TGFEP, and Work Injury Compensation).  

• Clear stakeholder management skills with experience advising engineering heads and senior managers.  

Work Details & Benefits 

• Flexible work arrangements in place.  

• Regular overseas travel is not generally required.