Total 659 human resources job vacancies in Information Technology category in Singapore

Key Responsibilities

• Solve problems proactively and provide timely resolutions to minimize impacts on customer and employee satisfaction.
• Design, document, and maintain system processes.
• Seek opportunities to improve monitoring, address issues, and deliver enhanced value to customers.
• Identify and communicate effective problem resolution strategies.
• Create and maintain management reports, including end-of-month, quarterly, and annual reports for various departments.
• Extract, create, and maintain strategic scorecards through database mining.
• Develop reports on process efficiency and capacity planning.
• Analyze data, review processes, and recommend improvements.

Key Requirements

Must Have:

• Bachelor's degree in Business Administration, Business Analysis, Information Technology, or a related field.
• 3 to 5 years of experience as a Business Analyst in a Contact Centre or a similar role.
• Strong analytical, problem-solving, and critical-thinking skills.
• Excellent communication and interpersonal abilities.
• Expertise in data analysis and continuous improvement methodologies, such as Lean/Six Sigma, and proficiency with statistical applications.
• Strong strategic vision and analytical skills.

Good to Have:

• Familiarity with call center or banking processes and products.

Essential Technical Skills:

• Data analysis
• Presentation skills

Perks & Benefits

• Nearby public transport
• Central location

主要職責

• 主動解決問題並及時提供解決方案，盡量減少對客戶和員工滿意度的影響。
• 設計、記錄和維護系統流程。
• 尋找機會改善監控、解決問題並為客戶提供更高的價值。
• 確定並傳達有效的問題解決策略。
• 建立和維護管理報告，包括各部門的月末、季度和年度報告。
• 透過資料庫挖掘提取、創建和維護戰略記分卡。
• 制定有關流程效率和產能規劃的報告。
• 分析數據、審查流程並提出改進建議。

主要要求

必須具備：

• 工商管理、商業分析、資訊科技或相關領域的學士學位。
• 擁有 3 至 5 年聯絡中心業務分析師或類似職位的經驗。
• 強大的分析、解決問題和批判性思考能力。
• 優秀的溝通和人際交往能力。
• 擁有數據分析和持續改進方法（例如精益/六西格瑪）的專業知識，並熟練統計應用。
• 強大的策略眼光和分析能力。

值得擁有：

• 熟悉呼叫中心或銀行流程和產品。

基本技術技能：

• 數據分析
• 演講技巧

津貼和福利

• 附近的公共交通
• 中心位置

Job Responsibilities:

1.Strategic HR Leadership: Comprehensively plan and implement the company's HR strategies. Design and optimize HR management models aligned with the group's operations. Organize and formulate various HR development plans, and execute the six core HR modules, including planning, recruitment, training, compensation & benefits, performance management, and employee relations.

2.System Implementation and Optimization: Continuously review and improve company HR systems and procedures, including recruitment, training, compensation, performance appraisal systems, employee handbooks, and other related regulations.

3.Systemic Development and Cultural Shaping: Build a systematic talent development framework that aligns with the company's strategy, history, and industry trends. Drive organizational vitality, meet talent development needs, and cultivate a unique corporate culture.

4.Talent Development: Optimize the talent development strategy based on the company's strategy, promote the implementation of talent empowerment projects in various sequences, and build strong talent pipelines for core departments.

5.Issue Resolution and Risk Control: Timely address major issues in HR management and plan and implement targeted risk control measures.

Requirements:

1.Experience:
8+ years of HR management experience, with at least 3 years in a relevant industry in a senior leadership role.

2.Skills:

• Technical Proficiency: Proven expertise in all major HR modules with in-depth hands-on experience, and proficiency in at least three of the following: talent acquisition, performance management, compensation & benefits, learning & development, and employee relations.
• Excellent Leadership and Communication Skills: Proven ability to lead and motivate teams, and to effectively collaborate across departments.
• Data-driven decision-making skills: Strong data analysis skills and a strategic mindset. Ability to leverage data to make informed HR decisions.

What will I do in this position if hired?

In this Lead Program Specialist (Human Resources) position, will serve as a Lead Human Resources Liaison (CONUS) supporting the Region 2, Human Resources Branch in New York, New York. You will ensure that the organization's strategic plan, mission, vision, and values are communicated to the team and integrated into the team's strategies, goals, objectives, work plans and work products and services.

Typical assignments include:

• Coaching the team in the selection and application of appropriate problem-solving methods and techniques, provide advice on work methods, practices and procedures, and assist the team and/or individual members in identifying the parameters of a viable solution.
• Leading the team in identifying, distributing and balancing workload and tasks among employees in accordance with established workflow, skill level and/or occupational specialization.
• Making adjustments under first line supervisor's guidance and direction to accomplish the workload in accordance with established priorities to ensure timely accomplishment of assigned team tasks; and ensuring that each employee has an integral role in developing the final team product.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

This announcement is for a position as a CORE (Cadre of On-Call Response/Recovery Employee). CORE employees are full-time employees hired to directly support the response and recovery efforts related to disasters. Employees are hired under the Robert T. Stafford Act and are excluded from the provisions of title 5, United States Code, governing jobs in the competitive service. They can be hired under a streamlined process instead of a competitive process. After three years of continuous service, Stafford Act employees may be granted competitive eligibility to apply for permanent full-time positions at FEMA.

This position will be hired into a temporary 4-year, excepted service appointment. Appointments may be renewed based on workload, funding, and supervisory approval.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

• Provide expertise concerning a comprehensive HR program, including position classification, staffing and placement, DCIPS performance management and recognition, employee development, employee relations, and benefits programs.
• Apply expert knowledge of HR policy, laws, guidance, and regulations to provide authoritative advice and recommendations in managing and supporting worldwide staffing and recruiting activities.
• Serve as staff advisor and provide oversight for the civilian human resources management program planning, evaluating, and inspection effort of the command.
• Advise command, AFSC and MICECP program leadership, and subordinate commanders and staff heads on civilian human resources programs, policies, processes, and practices.

• Serve as a Program Specialist responsible for handling routine and non-routine Civilian Human Resources issues.
• Recognize problems/problem areas; originate solutions to complex or unusual issues; and provide onsite assistance.
• Provide advice and assistance to managers and supervisors on personnel management matters involving staffing.
• Assist in the development and maintenance of automated systems which control and track data requirements and produce reports pertaining to Human Resources (HR) metrics.
• Serve as the primary or alternate timekeeper and civilian pay expert for the organization.
• Provide authoritative interpretation and instructions of laws, regulations, policies, and procedures, and develops guidance on appropriate course of action.

As Principal Deputy Director, Office of Human Resources, you will:

• serve as full partner with the Director, OHR in exercising responsibility for the overall technical and administrative management of human capital and human resources programs and operations, including ethics and compliance.
• support Director, OHR and the organization in the "One CDC" initiative including strategic alignment and governance, operating model transformation, workforce planning and data analytics, automation and technology, process optimization, communications, and change management.
• assist in leading and advancing technology efforts and business process principles to improve human capital programs and operations that support a model human capital organization and strategic goals.
• design and maintain state-of-the-art HR programs and policies by working with internal and external customers and stakeholders to identify and keep abreast of emerging HR developments and best practices.
• direct the development and delivery of a comprehensive, integrated set of strategies, policies, programs, and systems to evaluate and manage HR resources consistent with short- and long-term modernization initiatives.
• serve as a principal advisor to the organizations' leadership on matters related to human resources management and human resources provided by the office.
• optimize use of organization's resources to achieve organization goals and objectives as well as the customer's needs.
• represent the office with a variety of internal and external organizations performing review and oversight of human resources activities.

Proud member of the Disability Confident employer scheme

As a Program Analyst (Resources) at the GS-0343-14 some of your typical work assignments may include:

• Providing financial management, program analysis, administrative guidance, and assistance to ensure sound and timely
  development of ongoing and proposed programs.
• Assisting in the budget formulation and justification process within the office.
• Ensuring the preparation of complete and well written Military Interdepartmental Purchase Requests (MIPRs) and Purchase
  Requests (PRs) for the initiation and/or continuation of research programs.
• Functioning as the focal point and Contracting Officer's Representative (COR) for office support contracts.
• Working as an analyst in conducting continuing analyses of one or more functional or program areas of office or DARPA
  acquisitions for the purpose of providing DARPA management, other federal agencies, contractors and congressional offices
  with financial and DARPA program information.

What will I do in this position if hired?

In this position, you will, serve as the Employee Services Branch Chief, reporting to the Mission Support Director. You will provide advisory services to the Region in the areas of recruitment and placement, organizational development and position management and other human resources programs and services. Typical assignments include:

• Planning, developing, and implementing a comprehensive personnel management program.
• Providing authoritative advice and innovative direction on all aspects of human resources management.
• Providing expertise and guidance on workforce expansion, such as, right sizing and re-organization, along with external and internal recruitment and placement.
• Resolving complaints and grievances with Labor and Employee Relations in coordination with Alternate Dispute Resolution.
• Performing research and providing expert policy recommendation and interpretations.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

What will I do in this position if hired?

In this position, you will, serve as the Employee Services Branch Chief, reporting to the Mission Support Director. You will provide advisory services to the Region in the areas of recruitment and placement, organizational development and position management and other human resources programs and services. Typical assignments include:

• Planning, developing, and implementing a comprehensive personnel management program.
• Providing authoritative advice and innovative direction on all aspects of human resources management.
• Providing expertise and guidance on workforce expansion, such as, right sizing and re-organization, along with external and internal recruitment and placement.
• Resolving complaints and grievances with Labor and Employee Relations in coordination with Alternate Dispute Resolution.
• Performing research and providing expert policy recommendation and interpretations.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

The Program Specialist will provide advisory services, technical support, and policy guidance to include, but not limited to, grievances (negotiated and administrative), appeals, special inquiries, employee benefits, Office of Worker's Compensation (OWCP), recruitment and placement, and leave administration. The Program Specialist supports the Regional Office's mission, productivity, and customer service goals through the following program areas:

• Communication and performance of duties involves managing a large workload, a diverse workforce, and leaders tasked with significant responsibility for large numbers of federal employees. They offer a need viable strategy recommendation and course of action in emotionally charged situations often with imperfect information and short response times.
• Provides leaders and managers with strategic counsel and advice interpreting and implementing provisions of agency policy, management of programs, collective bargaining agreements, and practices as they apply to individual cases.
• Provides leaders, employees, and job applicants with accurate information and interpretations of Federal civilian recruitment policies and placement procedures.
• Provides information to all employees on matters pertaining to federal employee benefits to include FEHB, FEGLI, TSP, EAP, leave and the Family Medical Leave Act (FMLA)
• Develops multiple recruitment strategies utilizing various hiring flexibilities and authorities. Prepare recruitment packages to include crediting plans, job analysis on a variety of complex positions using research, interview, observation, and analytical techniques.
• Provide assistance on Employee Relation and Labor Relation matters.
• Conduct in-processing and out-processing employee interviews
• Process and track Office of Worker's Compensation Program (OWCP) cases.
• Provide training to leadership and employees in all HR matters.
• Provides outstanding customer service to both internal and external entities, in such a way as to enhance customer satisfaction; design work processes and practices.