about the company.
A established financial services firm with regional operations across Asia Pacific is seeking an experienced HR Manager. The organization maintains a strong market presence and focuses on providing comprehensive investment solutions.

Role Overview

Reporting directly to the Chief Human Resources Officer (CHRO) based in Singapore, the HR Manager will play a pivotal hands-on role in driving end-to-end HR governance, operations, performance management, and regional alignment across all entities. Partnering closely with the CHRO and coordinating with regional HR specialists (L&D and HR Operations based in Malaysia), this role ensures robust statutory compliance, streamlined HR policies, high-touch employee engagement, and seamless HR execution during M&A transactions, entity consolidations, and organizational restructures in a high-performing financial services environment.

KEY RESPONSIBILITIES

1. M&A, Restructuring & Change Management

HR Due Diligence & Integration: Partner with the CHRO and deal teams on HR due diligence for regional target acquisitions, evaluating talent capabilities, employment contracts, C&B liabilities, and cultural alignment.
Post-Merger Integration (PMI): Design and execute post-deal HR integration plans to harmonise organizational structures, grading frameworks, and operational workflows across newly acquired entities in APAC.
Organizational Restructuring: Plan and execute workforce rightsizing, entity rationalisation, and target operating model (TOM) rollouts, ensuring compliance with regional retrenchment, consultation, and redundancy regulations.

2. Talent Acquisition, Workforce Planning & Onboarding

Lead the end-to-end recruitment lifecycle across all regional offices (Singapore, Malaysia, Indonesia, Hong Kong, China, Australia), including sourcing, screening, interviewing, offer negotiations, and pre-employment checks.
Partner closely with hiring managers to define hiring needs, draft role profiles, manage manpower budgeting, and execute targeted talent acquisition strategies for asset management roles.
Manage talent retention strategies and key person lock-ins post-acquisition or during restructuring phases.
Design and execute seamless onboarding and induction programs to ensure strong integration, culture alignment, and early retention for new hires.

3. HR Governance, Policy & Regional Harmonization

Harmonise and standardise regional HR policies, SOPs, and governance frameworks post-M&A to maintain consistency while respecting local labor regulations across all six jurisdictions.
Act as the subject matter expert on employment laws, statutory compliance, tax guidelines, HR audit requirements, and retrenchment/severance regulations in all operating jurisdictions.
Identify human capital risk areas-including post-transaction integration risks-and implement proactive mitigation strategies aligned with asset management industry standards.

4. Compensation, Benefits & Integration Benchmarking

Oversee regional compensation structures, benefit schemes, allowances, and statutory contributions, ensuring internal equity and market competitiveness.
Drive C&B harmonization across merging entities, addressing disparities in bonus schemes, carried interest/equity structures, and healthcare benefits.
Ensure payroll data accuracy and operational coordination with external payroll partners or internal specialists across all entity locations.

5. Regional HR Operations & Operational Management

Oversee day-to-day HR operations, ensuring seamless execution of employee lifecycle workflows (onboarding operational administration, mobility, offboarding, and offboarding clearances).
Guide and collaborate with the Malaysia-based HR Operations specialist to streamline transactional processes, payroll input accuracy, statutory filings, and benefits administration across regional entities.
Lead regular HR department operational reviews, set actionable agendas, and ensure timely execution of key HR milestones.

6. Performance Management & Capability Development

Manage quarterly and annual appraisal cycles across all regional offices, ensuring goal alignment, KPI monitoring, and objective performance evaluations.
Conduct periodic job role analyses to refine job descriptions, clarify organizational expectations, and support headcount planning with line managers.
Partner with the Malaysia-based L&D specialist to identify regional skill gaps, support execution of functional/compliance training, and track professional development initiatives.

7. Employee Relations, Engagement & Culture Integration

Serve as a trusted advisor to people managers and employees on employee relations matters, grievances, conflict management, and sensitive redundancy/severance discussions.
Implement engagement strategies, employee wellness initiatives, and culture-building programs to retain top talent and drive culture change during transformational shifts.
Conduct structured exit interviews to gather actionable operational insights and recommend retention strategies to the CHRO.

8. HR Systems, Data Analytics & Strategic Projects

Maintain HR metrics, headcount reporting, turnover analysis, and operational dashboards to inform C-suite decision-making.
Drive HR digitalization, workflow automation, and adoption of AI/HR tech tools to maximize team efficiency.
Lead dynamic, ad-hoc strategic HR projects involving regional legal entity setups, restructuring execution, and cross-border transfers.

REQUIREMENTS

Education & Experience: Bachelor's degree in HR, Business Administration, or a related field with 6+ years of generalist HR experience, including hands-on experience in M&A HR due diligence, post-merger integration (PMI), or organizational restructuring/rightsizing. Prior exposure to financial services, asset management, or dynamic, lean SME/MNC environments is highly preferred.
Regional Jurisdiction Knowledge: Strong working knowledge of Singapore employment law (MOM) and practical exposure to retrenchment rules, labor laws, and transfer-of-employment frameworks across Southeast Asia, North Asia, or Australia.
Change Leadership & Mindset: Highly autonomous, structured, and resilient, with a strong operational bias for action and proven ability to navigate complexity and change management in a high-touch environment.
Communication & Stakeholder Management: Excellent interpersonal and influencing skills; confident in communicating with senior leadership, conducting sensitive redundancy discussions, and upholding policy compliance.
Tech Savvy: Proficient in HRIS platforms, MS Office, and digital/AI-enabled HR productivity tool

Please click on the apply button to apply online. For more information, please reach out to Shawn Foo, Consulting Manager from Randstad Human Resources. (EA: 94C3609 / R1872138)

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