HR Manager (People and Culture)

Position

Summary

As the

HR Manager (People & Culture) at First Page Digital Singapore,

you will be a key driver in shaping the employee experience and

strengthening the company's culture. Beyond managing the full

spectrum of HR operations, you will act as a strategic partner to

leadership, ensuring HR practices are people-centric, compliant,

and aligned with business objectives. You will foster an inclusive,

engaging, and high-performance workplace where employees feel

valued, supported, and empowered to

grow.

This role combines

operational excellence (compliance, payroll, policies) with

strategic HR leadership (talent development, culture-building,

employee engagement). You will play a pivotal role in embedding

company values, driving organizational effectiveness, and

cultivating a strong employer

brand.

1.

Talent Acquisition & Employer

Branding

Lead end-to-end recruitment : workforce planning, job

design, sourcing, selection, and onboarding.

Build and promote the employer brand to attract top

talent through digital presence, social engagement, and industry

networking.

Partner with hiring managers to

design competency-based interview frameworks that align with

company

culture.

2.

Employee Lifecycle &

Experience

Improvise and oversee engaging onboarding journeys that

reinforce company culture from day one.

Improvise on existing structured probation and

performance check-ins, ensuring smooth integration of new

hires.

Continuously improving employee

lifecycle processes to enhance experience, retention, and

productivity.

Oversee smooth execution of

onboarding and offboarding processes.

Maintain

accurate HRIS and employee

records.

3.

Performance, Culture & Policy

Management

Facilitate performance reviews (confirmation,

anniversary, annual).

Maintain and update HR

policy library (leave, notice fee, probation, medical, remote

work).

Ensure compliance with MOM and IRAS

requirements (CPF, IR21, tax clearance).

Partner with leadership to define and evolve

organizational values and embed them into HR practices.

Manage pre-approved templates for sensitive HR

communications (probation extension,

termination).

4.

Learning, Growth & Leadership

Development

Review and improvise on an annual learning &

development roadmap.

Plan and schedule regular

training needs assessments and promote continuous learning with

leadership to wider team.

Design leadership

and management development programs to strengthen internal talent

pipelines.

Conduct quarterly training needs

surveys and pulse surveys.

Introduce career

progression frameworks to improve retention and

motivation.

Develop and execute the annual

training and development

plan.

5.

Employee Engagement & Culture

Building

Plan and execute staff engagement initiatives (team

bonding, townhalls, company events, annual retreat).

Champion initiatives that foster belonging, inclusion,

and employee well-being.

Use data-driven

insights (pulse surveys, stay interviews, exit analytics) to

recommend culture

improvements.

6.

HR Administration &

Compliance

Manage HR administration (work pass applications,

insurance enrolment / de-enrolment, government surveys, leave

claims).

Oversee offboarding risk controls :

IT / system access removal, asset collection, policing client

communication handover, exit interviews, and attrition

analytics.

Ensure PDPA compliance and secure

record management.

Coordinate workplace safety

(fire drills, LEW, first aid).

Manage payroll

alignment with Finance, HRIS, work pass administration, insurance,

and statutory compliance (MOM, IRAS).

Manage

offboarding to ensure smooth transitions and capture organizational

learnings.

7.

Budgeting, Analytics & Strategic HR

Insights

Track HR-related ledgers : staff entertainment,

recruitment costs, pantry supplies, welfare expenses and provide

quarterly reports to Finance Controller.

Prepare monthly payroll summaries for Finance and support

financial reporting.

Review budget utilization

vs allocation and submit quarterly HR budget reports to Finance

Controller.

Track HR metrics (attrition,

engagement, cost-to-hire, time-to-fill) and provide insights for

strategic

decision-making.

8.

People & Culture

Leadership

Act as the main culture and core values ambassador,

ensuring employees feel connected to the mission and

values.

Partner with senior leadership to

shape long-term people strategies that support business

growth.

Drive initiatives that position First

Page Digital as an employer of choice in Singapore.

Sourcing and managing corporate swags / gifts for

onboarding, client, and staff

events.

Qualifications

Proven HR experience in a fast-paced environment, with at

least 2-3 years in a generalist or managerial capacity.

Strong understanding of Singapore employment laws and

compliance requirements.

Skilled in HR

systems, Excel, data analysis, and process automation.

Strong communication and interpersonal skills; able to

partner with all levels of staff.

Highly

organized, detail-oriented, and able to manage multiple

priorities.

Proactive with a growth mindset

and the ability to improve processes

continuously.