We're representing an advanced manufacturing group with regional operations run from Singapore wiith thousands of employees.
They are dedicating resources to boost their people-analytics capability, and they want its first senior owner. This is for the person who's been the unofficial data one in every HR team they've joined, building the dashboards everyone uses and nobody credits, ready to make it the whole job, with a mandate and a budget attached.
What You'd Own
- Build the people-analytics function from scratch: data model, dashboards, and the questions worth answering
- Crack the turnover problem — attrition analytics that find the why, cost it honestly, and change decisions
- Own the HRIS: platform selection/optimisation, data integrity, and integrations that actually integrate
- Deliver strategic workforce planning the CFO trusts — demand, supply, cost and scenario modelling across plants and functions
- Support the shift-to-skills agenda: mapping capability as automation reshapes production and engineering roles
- Set people-data governance so employee data is used well, lawfully, and with PDPA discipline
What You'll Bring
- 6–10 years across HR analytics, HRIS, or workforce planning — with real delivery in at least two of the three
- Hands-on analytics strength: SQL or Python, plus Power BI or Tableau to leadership-presentation standard
- HRIS depth — Workday, SuccessFactors or similar, from configuration through adoption
- Experience in large, operational workforces (manufacturing, logistics, or similar shift-based environments preferred)
- The translation skill: turning analysis into language plant managers and boards both act on
- A growth mindset with new technology — you learn the tools before you're told to, and you're honest about what you don't know yet
- The ability to give feedback that lands and receive it without armour
- Stakeholder management across functions — you keep the right people close, informed, and on side
- Communication skills that hold up with senior leaders — clear, concise, and credible in the rooms where decisions get made
You'll Thrive Here If
- You've watched gut-feel decisions override the data one too many times — and kept the receipts
- You want to define a function, not inherit one
- You believe workforce data is the most underused asset in industrial business — and you can prove it
Compensation: S$8,000–10,500/month + bonus.
Data Privacy & Consent
The Talent Lever collects, uses, and discloses the personal data you submit with your application in accordance with Singapore's Personal Data Protection Act 2012 (PDPA). Your data will be used to assess your suitability for this role and for related recruitment purposes, will be shared with our client only with your prior knowledge, and will be retained for up to 24 months unless you request earlier deletion. You may withdraw consent, or request access to or correction of your personal data at any time.
By applying, you also consent to receive communications from The Talent Lever about job opportunities and career development resources that may suit your profile. You can opt out at any time.
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