Source information and data on current and future impact of political, economic, social, technological, legal, and environmental issues on the organisation’s workforce plan.

Gather, clean, and analyse workforce data, (e.g., headcount and turnover rates) to identify potential gaps and support data-driven workforce planning decisions.

Conduct data analysis to project future workforce requirements, analysing the impact of future headcount requirements on labour cost.

Support engagements with line managers to gather information on business objectives and growth plans

Support in communication of workforce plans and solutions (e.g., to build, buy, borrow, bot, bounce) to line managers.

Assess the impact of political, economic, social, technological, legal, and environmental issues on business drivers and implications on current and future workforce requirements.

Adopt a skills-based approach to workforce planning by identifying current and future critical skills required and addressing these skill gaps.

Develop workforce projection models and analyse outcomes to assess talent and skills demand, supply, and projected gaps.

Develop workforce plans based on outcomes of the projection models, considering different approaches to address talent gaps, including hiring, developing talent, and leveraging technology and automation.

Identify relevant digital tools (e.g., AI, advanced data analytics) that could augment or automate workforce planning processes.

Anticipate potential scenarios that may impact the organisation’s size, shape, structure, and skills requirement and develop solutions to mitigate potential people and organisational risks.

Collaborate with business leaders to review workforce solutions, considering opportunities to tap on alternative talent models (e.g., gig workers, freelancers).

Analyse and manage financial and manpower implications resulting from the proposed strategic workforce plan.

Support business leaders and line managers in communicating a workforce plan that builds assurance and alignment with planned initiatives.

Design a change management approach to proactively support line managers and employees impacted by strategic workforce plans, ensuring that employees feel empowered to contribute through their roles.

Support data and information collection to build business cases for organisational development or change initiatives.

Assist in analysing the current organisational structure, including job roles, and reporting lines, aligning them with strategic goals.

Collect data and information to monitor progress against success metrics for organisational development or change interventions.

Develop communication and change management collaterals to enable the implementation of organisational development or change interventions.

Respond to queries regarding organisational development or change interventions.

Monitor and escalate any issues or feedback received regarding organisational development or change interventions.

Develop an evidence-backed business case to quantify the benefits and business value of organisation development initiatives.

Establish the processes, methodologies, criteria, and tools to support the organisational structure development.

Utilise tools and frameworks to review the current state of the organisation, identifying organisational issues (e.g., duplication in functions, people, or processes) and driving targeted initiatives to address gaps.

Evaluate the effectiveness of organisational development or change interventions against success metrics to drive continuous improvement.

Execute communications and change management strategy to articulate the business case and impact of organisation development and/ or change interventions on overall business objectives.

Conduct stakeholder analysis and engagement activities to influence and gather support for organisation development and change interventions.

Facilitate discussions with relevant stakeholders across various business functions to consolidate meaningful insights, address potential roadblocks or resistance, and guide the change and development efforts.

Monitor and analyse the implementation of organisational development or change interventions to assess impact on organisational culture.

Support the implementation of the organisation’s job redesign methodology by collecting data through time and motion studies, on-site observations, employee surveys, user interviews and process reviews.

Analyse collected data to identify critical aspects of existing work that align with the organisation’s strategic objectives.

Identify the skills required to perform work, conduct gap analyses, and propose upskilling and reskilling initiatives.

Support the testing of solution prototypes, collecting feedback to inform solution refinements and achieve an optimal combination of human-automation interaction.

Support the execution of change management and communication activities, responding to queries from line managers and employees.

Collect data and/or generate reports to measure the impact and success of end-state job redesign.

Identify stakeholders with functional expertise and knowledge who can provide inputs on designing work for the identified function areas.

Implement the organisation’s job redesign methodology by observing and engaging stakeholders to understand the current work tasks, processes, workplace environments, and technology systems across impacted functions.

Analyse the outcomes of the diagnosis and identify opportunities to restructure, simplify or optimise work to make it valuable and meaningful for employees.

Collaborate with stakeholders from across the business to co-create and prototype job redesign solutions (e.g., process enhancement, technology implementation, outsourcing, workplace optimisation, marketplace for talent assignments, segmenting tasks into projects).

Collect the outcomes of the solution prototypes and gather stakeholder feedback to create an evidence-based business case on effective job redesign solutions.

Develop a process for testing and measuring solution prototypes to refine the suite of solutions that will enable effective job redesign.

Anticipate the impact of job redesign on HR policies and processes, (e.g., compensation, career pathways, learning and development).

Guide line managers to engage with employees affected by job redesign, ensuring clear communication on processes and impact, to foster a positive employee experience during the transition.

Assess the success of job redesign against the organisation’s success metrics and identify potential improvement areas.

Research and stay updated on the local and global labour markets and the cultural differences in hiring practices.

Coordinate inclusive practices and unconscious bias training for hiring managers to ensure fair and unbiased selection processes in accordance with employment laws, tripartite guidelines and advisories.

Coordinate schedules, logistics, and queries for hiring managers involved in selection processes.

Respond to inquiries from candidates related to selection processes.

Collate pre-employment screening information, references, and background checks to authenticate candidate information and documentation.

Support the preparation of internal and external compensation benchmarks for various job roles.

Utilise digital technologies (including AI) to augment/automate transactional tasks within the talent acquisition process (e.g., data collection, offer preparation).

Design fair and equitable hiring criteria for diverse talent pools.

Advise hiring managers on fair and unbiased employment selection practices in accordance with employment laws, tripartite guidelines and advisories.

Define the appropriate duration and number of selection rounds and parties to be involved in selection processes.

Recommend and deploy assessment tools and technology solutions to evaluate the candidate job-fit to reduce hiring time and manage hiring costs within the approved budget.

Coach hiring managers and HR team members on screening and assessment process, enabling them to deliver a positive candidate recruitment experience.

Analyse screening and assessment data to support managers’ hiring decisions.

Communicate the employee value proposition to candidates through compelling employment letters and verbal communication to secure acceptance of employment offers.

Facilitate interviews and assessments with line managers, accounting for cultural nuances and evaluate candidates’ potential for success in a global context.

Manage the pre-employment screening and background checks, partnering with third parties where applicable and resolving potential issues.

Collect feedback and inputs to identify the needs of new joiners for an engaging onboarding experience.

Prepare standardised new joiner information kits and coordinate logistics to support new joiners.

Prepare materials for orientation programmes, incorporating cultural nuances to facilitate an inclusive experience for new joiners.

Gather feedback to identify gaps and improve the onboarding experience and new joiner engagement.

Analyse key touchpoints in the new joiner experience to tailor the onboarding programmes for different personas.

Design and deliver impactful orientation programmes for new joiners to facilitate their onboarding experience.

Develop and implement cultural orientation programmes for foreign employees, where applicable, providing information about local resources and assist them in navigating critical processes (e.g., visa applications and housing arrangements).

Identify and integrate digital tools for a streamlined onboarding experience.

Design and implement feedback processes for new joiners and line managers to gather data on engagement and performance, enabling prompt actions to address areas for improvement.

Design onboarding sessions for new joiners enabling integration into functional teams, insights into business needs and job requirements.

Collaborate with business leaders and line managers to create a positive employee experience that promotes assimilation and enables new joiners to thrive in terms of wellbeing and performance.

Coach and support line managers in effectively integrating new joiners, guiding them to consider the impact on existing team members.

Conduct research on emerging trends in skills demand (e.g., job transformation maps) and digital technologies to support career management initiatives.

Identify the needs of different employee profiles or personas (e.g., considering values, interests, personalities, and skills) to inform the design of career development frameworks, policies, and initiatives.

Collect data on skills required and assess skill gaps to enhance career development opportunities across the organisation.

Assist in developing technical, behavioural and leadership skills taxonomy, identifying critical skills required to achieve the organisation’s business objectives.

Consolidate feedback on the effectiveness of the organisation’s career development framework, policies, and initiatives to identify areas for improvement.

Support ongoing organisation-wide communication and education on the benefits of the career development framework, policies, and initiatives.

Research emerging market practices to enable employees to explore options (e.g., flexible, or part-time working) based on personalised needs and circumstances.

Review critical skills needed for current and future business needs while curating career growth opportunities across the organisation.

Formulate diverse career models, pathways (e.g., vertical, lateral, diagonal pathways), project-based assignments and rotations programmes based on skills required to perform the work.

Apply career development and coaching frameworks to help the workforce understand career development options and routes to achieve career goals.

Plan and execute organisation-wide communications to raise awareness and understanding of the career framework and pathways, empowering employees to take ownership of their careers.

Coach line managers in implementing individual and group career planning, providing guidance to develop the workforce for future business needs.

Review and enhance career pathways and options in the organisation’s career development framework, policies, and initiatives, aligning with organisational strategies and evolving employee development needs.

Guide managers to have career conversations with employees and create personalised development plans that align with employees’ values, interests, aspirations, skills, and organisational needs.

Incorporate digital tools (e.g., AI-powered talent marketplace) into career management processes and initiatives for personalised career guidance and enhanced efficiency.

Consolidate performance feedback and review documents used for performance management activities.

Maintain records and documents, ensuring sensitive information is securely stored or destroyed for privacy and confidentiality.

Respond to inquiries, providing clarification and support to line managers and employees on performance review processes.

Generate reports to analyse performance metrics, improving the performance review process and reducing biases.

Support the rollout of assessment methods aligned with the organisation’s skills framework and business objectives.

Develop and implement performance management systems, policies, and processes aligned with business objectives and performance management philosophy.

Provide guidelines to line managers in communicating performance and behavioural indicators to team members and developing goals aligned with business objectives and organisational values.

Deliver effective, impactful communications on performance management systems policies, and processes, ensuring employees understand how they will be evaluated, rewarded, and developed.

Provide advice to line managers on performance management (e.g., fair assessment, objectivity) and encourage ongoing performance dialogues to support team growth.

Communicate the performance management process and philosophy to line managers, guiding them in managing complex situations (e.g., addressing cases of unsatisfactory performance).

Understand the impact of tools (e.g., AI-generated performance reviews) on performance management, and develop guidelines for fair and unbiased policies and processes.

Consult and work with industrial or employee relations specialists to resolve grievances related to performance evaluation outcomes raised by employees.

Review performance management systems, trends, policies, and processes to mitigate bias or discrimination risks.

Adopt an evidence-based approach, leveraging data and insights, to evaluate performance management policies and processes, making informed decisions and identify areas for improvement.

Integrate performance management into the broader talent strategy (e.g., aligning performance management with rewards, L&D, succession planning and talent management initiatives).

Implement talent management frameworks, processes and tools (e.g., internal talent marketplace) to identify, develop, and retain talent aligned with current and future business objectives.

Generate assessment outcomes (e.g. skills proficiency levels, success profiles) and consolidate data for talent assessment and review processes.

Gather and consolidate feedback from individuals involved in talent management initiatives to identify areas for improvement.

Conduct research on emerging tools (e.g., AI-powered talent management systems, assessments, and career profiling) to explore innovative talent management strategies and scenario planning possibilities.

Collaborate with line managers and business leaders to identify and review the current and emerging skills required to drive business growth.

Evaluate the current skill gaps and develop talent management strategies to balance employee needs as well as the current and future business needs of the organisation.

Recommend and deploy assessment tools to identify critical talent (e.g., high-performing individuals, high potentials, employees with critical skills) for the organisation.

Facilitate talent review sessions to identify critical talent (e.g., high-performing individuals, high potentials, employees with critical skills) based on the organisation’s ideal talent profile and assessment outcomes.

Guide and advise line managers on how to coach, mentor and engage talent effectively.

Evaluate talent data (e.g. skills proficiency), key performance indicators and consolidated feedback to assess efficacy of talent management strategies and refine approach.

Enable line managers to develop personalised talent development plans for diverse employee groups to enhance growth opportunities.

Utilise data and tools (e.g., AI-powered talent management systems, internal talent marketplace, predictive analytics) to make fair and objective talent decisions.

Research specific skills required to excel in critical roles identified for succession.

Identify learning and development requirements, leadership development, and talent management programmes for potential successors.

Analyse critical skills and successor records to design talent success profiles and review succession plans in a timely manner.

Stay informed on the emerging tools (e.g., AI-powered assessments) to support succession planning activities.

Monitor and track key succession planning metrics (e.g., leadership bench strength, time to fill key roles, successor pool diversity, progress on development plans).

Assess employees’ potential and aspirations to fill the identified critical roles based on skills, performance, leadership abilities, and growth potential.

Advise and guide business leaders on the criticality of succession planning to ensure business continuity and minimise business disruption.

Implement fair and inclusive succession plans by collaborating with business leaders and HR partners to identify and develop potential candidates for business critical and pivotal roles.

Communicate succession and leadership development plans to line managers, providing recommendations for talent development.

Review and assess internal and external candidates to identify potential successors for critical and pivotal positions.

Deploy technology tools (e.g., AI-powered assessments) to identify potential successors and generate data-driven talent insights ranging from performance levels to exit risks.

Integrate succession plans with career management, coaching, talent management programmes and the broader People initiatives to ensure a holistic approach.

Communicate progress of leadership development plans to talent review boards and recommend next steps and potential solutions for identified improvement areas.

Assess the effectiveness of succession planning initiatives using key metrics (e.g., high potential turnover, bench strength) and recommend actions to build a robust and future-ready leadership pipeline.

Benchmark employee benefits to assess competitiveness and relevance of current benefits and total wellbeing offerings.

Administer and execute benefits and total wellbeing initiatives in accordance with the organisation’s guidelines, employee benefits policy and statutory requirements.

Source and identify suitable corporate wellbeing partners to offer tailored solutions that address employees’ physical, mental, social and financial wellbeing needs.

Prepare communications collaterals that effectively convey and promote the organisation’s benefits and total wellbeing offerings.

Collect and review employee feedback to enhance benefits and wellbeing initiatives.

Assist in responding to individual employee queries on the tax and social security implications of benefits selection.

Support the implementation of technology tools (e.g., AI-powered benefits approval) to automate and streamline administration processes for benefits management.

Implement benefits and total wellbeing initiatives aligned with organisation’s total rewards philosophy, desired employee experience, employee value proposition, and approved budget.

Analyse workforce demographics to determine the diverse needs of various employee profiles and employment types.

Assess and recommend corporate wellbeing partners based on relevance, variety, cost and effectiveness of offerings in addressing employees’ physical, mental, social and financial wellbeing needs.

Measure the impact and relevance of benefits and total wellbeing initiatives using appropriate metrics to identify improvement areas.

Design benefits and total wellbeing initiatives based on employee feedback, employee profiles, and employment types.

Plan and implement activities to communicate and encourage uptake of the benefits and total wellbeing offerings.

Engage tax specialists in formulating responses to queries on the implications of benefits selection.

Enhance and optimise the administrative processes through technology platforms and automation (e.g., AI-powered service delivery), to enable flexible and differentiated offerings based on individualised needs.

Conduct a needs assessment to identify common themes and patterns in employees’ wellbeing needs and preferences, informing the organisation’s approach to wellbeing.

Collect data to assess the current state of employees’ holistic wellbeing and its impact on workplace productivity and employee engagement levels.

Prepare and execute communication activities to create awareness and promote participation in total wellbeing initiatives.

Apply methodologies (e.g., design-thinking, personas) to identify employees’ needs and develop wellbeing initiatives that align with their requirements.

Review best practices and industry benchmarks to recommend practices that can be adapted to meet organisational and employee-specific wellbeing needs.

Evaluate findings from needs assessment and develop tailored wellbeing initiatives accordingly.

Compare and assess productivity and wellbeing using metrics and tools (e.g., pulse surveys, check-ins, focus group discussions) to analyse organisational factors impacting employee wellbeing (e.g., culture, policies, job redesign) and the impact on business performance.

Educate and equip managers on addressing complex wellbeing issues, helping managers understand the impact and importance of wellbeing (e.g., health, financial, safety) on business performance and workforce resilience.

Coach line managers in creating a psychologically safe, supportive and culturally sensitive environment, where employees feel comfortable discussing their wellbeing needs and challenges and are offered support.

Support and manage the two-way communication channels that facilitate open and interactive dialogue to drive engagement levels.

Administer continuous listening initiatives (e.g., surveys) to gather employee feedback.

Analyse results and identify key insights from continuous listening initiatives to tailor engagement initiatives to the specific context and needs of the organisation.

Collect data and feedback to monitor the impact of employee engagement and communication initiatives.

Collaborate with stakeholders to design and implement internal communication channels that support two-way communications, enhancing trust and engagement.

Design continuous listening initiatives, using feedback tools (e.g., surveys, focus group discussions) to capture employee feedback across various touchpoints of the employee experience (e.g., their role, their line manager, business leaders).

Implement robust policies and procedures to safeguard employee confidentiality and anonymity.

Engage suitable vendors to implement employee listening initiatives and communications activities.

Deploy tools (e.g., AI-driven analytics) to derive insights from employee feedback and identify areas and groups for improvement.

Present key insights to business leaders on emerging employees’ sentiments and highlight areas which need focus.

Coach line managers to promote open and honest dialogues and cultivate a psychologically safe environment for diverse employee groups.

Partner with line managers to monitor progress and identify actions that drive improvement in engagement levels.

Assist in facilitating diversity and inclusion initiatives (e.g., training sessions, business resource groups) to promote awareness and understanding of the organisation's commitment to diversity and inclusion.

Monitor and measure diversity, inclusion and belonging metrics to track progress and identify areas for improvement.

Develop and prepare communications collaterals and resources that effectively communicate the importance of diversity and inclusion.

Apply digital tools (e.g., AI analytics) to analyse and implement evidence-based actions.

Address employee queries relating to diversity, inclusion and belonging policies and initiatives, escalating complex queries or instances of non-compliance.

Incorporate diversity, inclusion and belonging principles into People initiatives and policies, translating them into day-to-day practices at the workplace.

Plan and execute diversity, inclusion and belonging related activities aligned with the organisation’s diversity, inclusion and belonging strategy and foster an inclusive working culture.

Develop policies and processes to manage instances of non-compliance with the organisation’s diversity, inclusion and anti-discriminatory policies.

Review diversity, inclusion and belonging policies and practices to keep pace with external developments and ensure continued adherence to employment laws, tripartite advisories and guidelines.

Design targeted actions for specific groups to address bias, fostering a more inclusive culture and promoting a sense of belonging.

Conduct training and advise line managers on topics such as unconscious bias to ensure fair and non-discriminatory practices and decisions.

Leverage digital technologies (e.g., AI-powered data analytics, sentiment analysis tools) to identify gaps and prioritise areas for improvement.

Identify opportunities to raise awareness about diversity, inclusion and belonging through communications with internal and external stakeholders, including employer branding.

Promote effective working relationships across diverse groups, embracing differences in perspectives, traditions, abilities and culture, and adopting an open mindset.

Prepare and maintain materials and documentation to communicate the organisation’s workforce and labour relations policies and processes.

Respond to queries related to workforce and labour relations.

Collect and review the information required to navigate workforce and labour relations issues or disputes.

Document and cascade information relating to workforce and labour relations issues and disputes.

Execute initiatives and programmes to foster positive workforce and labour relations.

Analyse the business impact and risks associated with workforce and labour relations issues and disputes, including ethical, legal and regulatory requirements, to support union and employee negotiations.

Manage workforce and labour relations issues or disputes, including grievance management and handling of employee misconduct, conducting investigations where required in line with the organisation’s values, policies and processes, and legal requirements and guidelines.

Review the effectiveness of current policies and processes for managing workforce and labour relations, identifying improvement areas and ensuring compliance with employment laws, tripartite advisories and guidelines.

Identify opportunities to implement initiatives or programmes that promote positive workforce and labour relations and build relationships with external stakeholders, such as trade unions, works councils, employee forums and similar bodies.

Support line managers in navigating difficult conversations and implementing workforce relations policies and processes.

Analyse emerging workforce relations research and industry practice to suggest best practices which could be adopted.

Administer redundancy or individual severance programmes in accordance with the employment laws, tripartite guidelines and advisories.

Conduct research to collate information on post-involuntary exit support options and programmes (e.g., interview preparation courses, job fairs).

Support affected individuals by providing and communicating relevant information about processes and obligations around contractual and legal parameters and available post-exit assistance and options.

Assist in preparing standard responses to help line managers address potential questions from terminated employees.

Interpret prevailing employment laws, tripartite guidelines and advisories to assess the impact on the organisation’s involuntary exit policies and processes.

Review reasons for involuntary exits to ensure compliance with employment laws, tripartite guidelines and advisories, ensuring fair and evidence-based decisions.

Design communication materials, programmes, and toolkits to provide clear and consistent messages on involuntary exit processes and decisions, supporting business leaders and line managers to provide an empathetic and inclusive involuntary exit experience.

Develop and implement strategies to prevent redundancies, such as process or job redesign, training or reskilling, redeployment and assessing the relevance of available government or industry initiatives.

Design materials to support and guide employees following their involuntary exit (e.g., providing options and resources for internal or external redeployment opportunities).

Develop processes to address low performance or misconduct to ensure options are explored before termination is considered.

Manage the implementation of redundancy and severance programmes in accordance with organisation policies, employment laws tripartite guidelines and advisories, engaging stakeholders such as unions as appropriate.

Design processes to manage exit clearance procedures.

Coach line managers in executing redundancy and severance processes, in accordance with established guidelines, and contractual and legal requirements, while providing empathy and support for affected employees.

Collaborate with line managers to support remaining employees, providing information and guidance to navigate the changing dynamics and uncertainties.

Maintain records of retirement benefits and entitlements of retiring employees based on their respective employment contracts or collective agreements.

Communicate relevant information to employees nearing retirement regarding the process, rights and obligations of retirement and reemployment.

Execute reemployment processes and activities in accordance with the employment law, tripartite guidelines and advisories.

Research and provide information about training programmes for skills development and resources for retirement planning, to support the transition process for employees nearing retirement.

Address general queries on policies and guidelines related to retirement and reemployment of employees.

Implement and manage the retirement process in accordance with the relevant employment law, tripartite guidelines and advisories.

Implement strategies to support the reemployment of employees beyond their retirement age in accordance with the employment law, tripartite guidelines and advisories.

Advise employees nearing retirement on complex post-retirement queries.

Develop and maintain proactive programmes to provide career support (e.g., structured career planning) and flexible working options for reemployment opportunities.

Implement wellness programmes to support employees in planning for retirement, covering areas such as physical, financial, social and mental wellness.