HR Consulting In Singapore

• Bring out the true potential of your employees
• A leading global company in Singapore for human resource management
• A global leader in talent management and human capital utility

HR Outsourcing In Singapore -The Right Way To Get Started

Instead of building an in-house HR team, outsourcing to a consultancy can help you stay upscale in Singapore. There are many HR consultants in South East Asia to choose from. When you partner with an HR consultancy, you’re tapping into a pool of professionals who know human resources well.

They’ve got the knowledge and experience to handle everything from payroll processing to employee relations, and they stay up-to-date on all the latest trends and regulations in the field. They are global leaders.

Additionally, they’ve probably worked with businesses like yours before, so they know what works and what doesn’t in your industry.

With an outsourced HR team, you can scale up or down as needed. Whether you’re facing a sudden surge in hiring or need to downsize due to economic factors, your consultancy can adjust to meet your needs without skipping a beat.

Moreover, outsourcing HR frees up your time and resources to focus on what you do best – growing your business. Instead of getting bogged down in administrative tasks, you can stay laser-focused on your core objectives and strategic initiatives. At the initial stage, these savings can really help you allocate funds where they are needed.

Human Resource (HR) Consultancy Services By Edge

At Edge, our motto is to help you enter and assert your presence in the Singaporean market as seamlessly as possible. We work to take care of all administrative drudgery (paperwork for recruitments, compliance protocols, taxes, employment contracts, severance, termination, and others) so that you don’t have to.

We focus on human capital management to boost the overall productivity of your team. From an objective perspective, here are the things we handle:

• Fresh recruitment for your company (both resident and non-resident Singaporean employees) and talent management
• Compliance with labor laws and tax requirements
• Teamwork promoting activities and motivational events
• Seminars, events, training sessions, and online courses for continuous growth and upskilling of company employees
• Employee queries (such as allowances, work leave, visa sponsorship, relocation support, salary adjustments, feedback, etc.)
• Optimization of HR processes and work protocols
• Strict periodic audit to check if employees are violating HR policies
• Settlement of salary and payment dues (if any) and severance pay
• Termination of employment contracts
• Legal assistance

Our Workflow For Workforce Management

Managing Recruitment

HR isn’t just about hiring and firing–it’s so much more. HR teams in Singapore are all about resource management.

At Edge, we make sure you have the right people in the right roles to drive success. From recruiting top talent to developing employees’ skills and helping them reach their true potential, HR plays a key role in shaping a company’s workforce.

Employee Support And Guidance

We handle everything from health insurance and retirement plans to training programs and career development initiatives. By investing in your employees’ growth and well-being, we can build stronger, more resilient teams that can tackle any challenge.

Compliance With Government Policies

But it’s not just about the employees – our HR professionals at Edge also play a critical role in helping you stay compliant with Singapore’s ever-changing regulations. From labor laws to tax requirements, we keep a close eye on the legal landscape and make sure you are always in the clear.

Business Consultation And Human Capital Advisory

Our HR consultants work closely with their clients to understand their unique challenges and develop tailored solutions to address them.

Whether it’s improving performance, boosting morale, or streamlining processes, our dedicated HR team is there to help you succeed.

Work Laws In Singapore

Labor laws in Singapore ensure that workers have a safe and enjoyable atmosphere at their workplace. The Singapore government is trying to increase the number of avenues of earning through laws such as the Employment Act. Several guidelines specified in the employment law prevent the exploitation of workers at the hands of their employer.

Payroll Cycle And Minimum Wages

The payroll cycle in Singapore usually follows a monthly pattern of disbursement, where updates are introduced into the employee handbook on a fixed date every month (usually the 25th of a month). Some employers might offer a bi-weekly or semi-monthly arrangement for the same.

The payroll management team, under the guidance of the HR department, looks after the timely distribution of salaries. It is a key aspect of good HR practices.

In Singapore, there exists a non-resident minimum wage applicable across all work sectors, presently established at SGD 4,500 per month. This salary benchmarking is followed across all major places in Singapore. Salary adjustments more than that can be agreed upon in the employment contracts.

It’s important to note that there is no distinct minimum wage specifically designated for residents.

Work Leave Allowances

Annual Leave – After completing one month of service, employees are entitled to a minimum of 7 days of paid annual leave per year. This entitlement increases to 14 days after working for at least 2 years within the same company. Annual leave must be utilized within the year it is earned and cannot be carried forward to the following year unless there is an agreement with the employer.

Paternal Leave – Maternity leave provides female employees with 16 weeks of paid leave, comprising 4 weeks before childbirth and 12 weeks after childbirth, during which they receive full pay.

Paternity leave grants male professionals 2 weeks of paid leave following the birth of a child.

Additionally, parents can opt for shared parental leave, enabling them to divide up to 16 weeks of leave between themselves.

Sick Leave – Employees usually have the right to paid sick leave, but the duration and pay rate may differ based on the company’s policies and regulations. They are required to furnish a doctor’s certificate for extended sick leave.

Overtime Compensation

Overtime work is usually remunerated at a minimum of 1.5 times the regular wage for the initial two hours and double the regular wage for any extra hours. Any work surpassing the standard of 44 hours per week is categorized as overtime. In addition to this, daily working hours must not exceed 12 hours.

The Singaporean government wants to ensure a good work-life balance for workers across all sectors.

Severance Pay And Contract Termination

When an employee is terminated without fault after serving for a minimum of six months, they are eligible for notice pay.

The duration of notice pay is contingent upon the length of service, ranging from 7 days to 4 months. In some instances, additional compensation, such as severance pay, may be agreed upon in the employment contract or provided in cases of unfair dismissal.

Terminations of employment contracts can be done by either the employer or the employee. Both parties must adhere to the notice periods mandated by law. The length of the notice period varies depending on the duration of service and the grounds for termination, ensuring fairness and compliance with legal requirements.