Senior Human Resources Manager

About BeeX

BeeX is building the world's most advanced Hovering Autonomous Underwater Vehicles (HAUVs).

BeeX specialises in providing autonomous robotics solutions to safeguard underwater infrastructure in the maritime, energy and defense sectors, reducing over 90% of carbon emissions. We are pioneering Autonomous Robotics-as-a-Service (ARaaS) on a global scale, supported by decades of operational experience in harsh waters. With unprecedented efficiency, we strive to provide our customers with a one-point solution for asset integrity management -- protecting assets they value, making sure they stay safe.

Why Join Now

The industries we serve need new ways to overcome their current challenges, and BeeX sees the opportunity in delivering exactly that, right now. Creating anything new is very hard, and we need outstanding people.

At BeeX, everyone is dependent; united by enthusiasm for bold innovation. Our multi-disciplinary team thrives in dynamic environments, driving transformative advancements globally. Join us to make a meaningful impact on the world!

You will enjoy this job if you:

• Want to work in fast-paced start-up environment, prioritizing growth over short-term gains

• Like to work independently, as well as collaboratively with team members in other sub-teams

• Have a positive learning mindset, and can quickly absorb knowledge to overcome challenges

• Can assess risk and make time-critical decisions/tradeoffs in imperfect scenarios

Your Role

The Senior HR Manager will provide strategic and operational HR leadership to support BeeX’s continued growth and organisational development. You will be working closely with the management team, and HR Operations team, this role will lead key HR functions across workforce planning and recruitment, performance and talent management, organisational development, compensation and benefits, employee engagement, employee relations, HR operations, and compliance.

Your Job Scop e

1. Workforce Planning & Execution

• Support manpower planning execution in collaboration with internal and external business stakeholders.

• Partner with business leaders to develop hiring strategies and workforce plans.

• Monitor recruitment KPIs, vacancy-aging, and hiring effectiveness.

• Lead recruitment operations and hiring delivery across technical, business and support functions.

• Ensure effective sourcing, selection, and onboarding

2. Management Enablement

• Lead and guide discussions with Management on workforce strategy

• Glean key insights from Management to translate organisational demands and requirements into scalable & effective HR blueprints, ensuring alignment and delivery of the appropriate actions required

• Devise HR strategies aligned with overall organisational vision and growth metrics

3. Organisational Development

• Development of architecture for the various roles / career pathways in the organisation

• Continuous improvement and recalibration of organisational development frameworks within a rapidly developing start-up environment

4. Performance & Talent Management

• Drive the annual performance management cycle, including goal setting, calibration,4 performance reviews, and performance improvement processes.

• Support managers in performance coaching and employee development discussions.

• Ensure timely and consistent application of performance management frameworks.

• Coordinate talent review discussions and succession planning activities.

• Facilitate employee development and career progression initiatives.

• Update employee training and development records accurately in a timely manner.

5. Compensation, Benefits & Reward Management

• Lead the administration and governance of compensation and benefits programs, ensuring competitiveness, internal equity, and compliance with company policies and applicable regulations.

• Develop and implement salary frameworks, reviews, market benchmarking, job grading methodologies, pay ranges, and compensation guidelines.

• Work closely with business leaders to review compensation proposals, retention cases, and critical talent recommendations.

• Ensure effective administration of employee benefits programs, including insurance, medical benefits, wellness initiatives, and other employee value proposition offerings.

6. Employee Engagement & Organisational Culture

• Partner with leadership to strengthen employee engagement and organisational culture.

• Lead employee communication, engagement initiatives, and culture-building activities.

• Monitor employee satisfaction and motivation recommending appropriate interventions where required.

• Develop initiatives to build workplace cohesion within the organisation.

• Support change management and organisational transformation initiatives.

7. Leadership & People Management

• Lead, coach, and develop the HR Operations team.

• Establish clear goals, priorities, and service standards for the team.

• Foster collaboration and knowledge sharing across the team.

• Drive accountability, ownership, and continuous improvement within the team.

• Develop training and development initiatives for people leaders within the organisation.

8. HR Operations & Service Delivery

• Lead the delivery of HR operations across the employee lifecycle, including onboarding, transfers, confirmations, disciplinary matters, promotions, and offboarding.

• Ensure HR processes are accurate, compliant, and aligned with company policies and employment legislation.

• Audit existing HR workflows to determine key redundancies and roadblocks for the company.

• Identify bottlenecks and drive continuous improvement of HR workflows, controls, and service standards to improve overall HR experience and effectiveness for the organisation.

• Oversee HR documentation, employee records, audits, and compliance requirements.

9. Employee Relations & Industrial Relations

• Act as the focal point for employee relations matters across the organisation.

• Manage employee grievances, investigations, disciplinary cases, and conflict resolution.

• Build and maintain positive relationships with union representatives and employee stakeholders.

• Support collective agreement implementation and industrial relations activities.

• Advise managers on employment legislation, workplace practices, and risk mitigation.

10. Compliance, Governance & Risk Management

• Ensure compliance with employment legislation, MOM regulations, and company policies.

• Support internal and external HR audits.

• Maintain effective HR controls and governance processes.

• Identify people-related risks and recommend mitigation strategies.

• Support implementation and monitoring of HR policies and procedures.

Requirements & Competencies

• Degree in Human Resource Management, Business Administration, Psychology, Organisational Development, or related discipline.

• 3-5 years of progressive HR experience, including 1 or more years of leadership responsibility across multiple HR disciplines

• Experience leading HR teams and overseeing day-to-day HR operations.

• Strong experience across employee relations, industrial relations, HR operations, and recruitment.

• Demonstrated experience managing HR investigations, disciplinary matters, and employee relations cases.

• Working knowledge of compensation and benefits principles, salary benchmarking, and market practices.

• Ability to analyse compensation data and make sound reward recommendations balancing market competitiveness, internal equity, affordability, and business needs.

• Strategic business acumen with the ability to translate complex business requirements into technical solutions, comprehensive roadmaps, and AI-enabled process improvements that enhance business process efficiency and staff experience.

• Exceptional data orientation with meticulous attention to detail, strong analytical capabilities, and proven ability to manage multiple concurrent workstreams in fast-paced environments.

• Outstanding stakeholder management skills with demonstrated ability to influence senior stakeholders, and facilitate cross-functional collaboration.

• Strong autonomy and partnership capabilities with the ability to work independently while effectively collaborating with cross-functional stakeholders across all organisational levels.

• Proficiency in Microsoft Suite (Outlook, Excel, Word, PowerPoint, Teams, Power BI)

Remuneration Package

• Market competitive salary

• Growth opportunities that align with your direct ability in helping the company, rather than an arbitrary corporate ladder

• ESOP / equity participation

• Healthcare support

• Special access to industry events

• Well-stocked pantry with nice snacks

• Support for skills upgrading / learning credits