Head of Human Capital

Role Purpose

Lead the organisation's People & Culture function, combining reliable HR operations with strategic workforce and talent development. Ensure employees are recruited well, supported fairly, developed intentionally and connected to the organisation's mission and values.

The role is both strategic and hands-on, providing advice to leadership while overseeing day-to-day HR delivery, governance, culture, capability, and future workforce needs.

Key Responsibilities

People Strategy and Workforce Planning

• Develop and implement the People & Culture strategy aligned with organisational priorities.
• Advise leadership on workforce planning, organisation design, talent needs, culture and people risks.
• Build succession plans and talent pipelines for critical roles.

HR operations, governance and compliance

• Oversee payroll, benefits, employee records, HR systems, policies and the staff handbook.
• Ensure compliance with employment requirements, internal controls and data protection.
• Prepare clear people reports, metrics and recommendations for leadership and the HC&N Sub-Committee.
• Escalate serious grievances, legal exposure and other high-risk people matters promptly.

Recruitment and employee experience

• Lead manpower planning, job design, recruitment, selection and onboarding.
• Improve hiring quality, candidate experience and timely recruitment.
• Strengthen the employee experience from onboarding to exit.

Performance, learning and capability

• Lead a fair and practical performance management process.
• Implement competency frameworks across recruitment, performance, learning and career development.
• Drive learning, leadership development, coaching and manager capability-building.

Talent, culture and engagement

• Lead talent reviews, career pathways, succession planning and retention efforts.
• Partner with Organisational Development and leaders to strengthen values, serving leadership and workplace culture.
• Lead staff engagement, listening, recognition and wellbeing initiatives, with visible follow-through.

Compensation and employee relations

• Maintain fair and competitive salary and benefits practices within budget.
• Manage annual salary and bonus reviews and oversee payroll controls.
• Provide trusted advice on grievances, disciplinary matters, performance concerns and sensitive conversations.

Communication and change

• Communicate policies, benefits, people initiatives and organisational changes clearly and sensitively.
• Support leaders and managers in explaining people decisions and guiding employees through change.

Others

• Any other related duties in New Hope CSL as assigned by Reporting Officer

Accountability

• Reports to Deputy Director of Organisational Development

Competency Requirement

Core Competencies

• Aligned with the New Hope CSL's mission and values.
• Strategic but willing to be hands-on.
• Empathetic, fair and decisive, with high integrity.
• Collaborative, self-directed and confident in handling sensitive matters.
• Strong knowledge of employment practices, employee relations, compensation, benefits and HR governance.
• Experience in workforce planning, competency frameworks, performance, learning or succession planning.
• Strong communication, judgement, discretion, coaching and change management skills.

Technical Competencies

• Proficiency in IT Systems and Microsoft Office Suite (e.g., Microsoft Word, Excel, PowerPoint, etc.).

Education and Experience

• Degree in Human Resources, Business, Psychology, Organisational Development or a related field.
• At least 10 years of progressive HR or People & Culture experience, including 3 to 5 years in a senior role.
• Experience across HR operations and strategic talent or human capital development.
• Social service or non-profit experience is preferred.

The intent of this job description is to provide a representative summary of the major duties and responsibilities of the position. You may be required to perform job-related tasks other than those specifically presented in this description. This job description does not constitute a contract of employment.