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IHRP FAQs

Who is IHRP?

The Institute for Human Resource Professionals (IHRP) is a HR professional body, jointly set up by the tripartite partners: the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF).

IHRP is set up to professionalise and strengthen the HR practice in Singapore. IHRP certification raises the HR standards of excellence and provides HR professionals with an industry endorsed mark of quality.

Through the national certification framework and HR development pathways, IHRP will equip HR
professionals with the requisite competencies to deliver positive business impact and maximise the potential of their organisations’ human capital.

IHRP is also the appointed programme manager for the Human Capital Diagnostics Tool (HCDT) and the SkillsFuture Study Awards for HR. Through the HCDT, Study Awards and other Human Capital Initiatives, IHRP supports multiple government agencies reaching out to help organisations in Singapore adopt progressive human capital practices.

Is IHRP a membership body?

IHRP is not a membership body, and is the only HR professional body in Singapore authorised to implement the national HR certification framework.

IHRP will foster a vibrant HR ecosystem, partnering closely with the HR community, employers, trade organisations, government linked agencies as well as educational and training institutions, to enable Human Capital development in Singapore.

Benefits of Certification

What are the benefits of IHRP certification?

For HR Professionals: By being part of the community you can,

Enhance Professional Mastery and Career Development

  • Receive a Professional Recognition that is Nationally Endorsed
  • Gain access to opportunities to develop and upgrade your HR competencies

Build a World-Class HR Community

  • Belong to a community of like-minded HR Professionals
  • Make a difference and contribute to building a vibrant HR ecosystem

For organization: By being part of IHRP’s community, you can,

Contribute to Organisational Performance and Business Growth

  • Invest in your Human Capital to transform and grow your business

Benchmark your organisation against industry standards and practices

  • Advance your business growth by staying compliant and relevant in your Human Capital practices, processes and standards

Is IHRP certification recognised by employers?

A key value proposition of the IHRP Certification is the support from the tripartite partners, including the Ministry of Manpower, Singapore National Employers Federation and the National Trades Union Congress.

The IHRP Certification is the national HR certification framework, and established to meet the needs of the tripartite partners and other industry stakeholders. It is contextualised and catered to the local HR and business landscape.

The IHRP Certification will serve as a benchmark for HR professionals, and in time to come, provide a universal benchmark for employers in identifying HR professionals’ skills and experience.

Certification Eligibility

Which certification level should I apply for?

The IHRP-CP is for you if you have over 2 years of HR experience.

The IHRP-SP is for you if you are a seasoned and experienced HR leader with responsibilities for leading a HR function, designing and developing HR policies and programmes, and providing day-to-day guidance to your team for HR service delivery.

The IHRP-MP is the pinnacle of the IHRP Certification and initiated via a nomination process by Tripartite Partners and existing IHRP-MPs. The IHRP-MP is for you if you are a C-suite HR leader who is well-regarded by the HR community and have actively contributed back to the HR industry. You would have with responsibilities for strategising and directing the HR management and development agenda at an organisation-wide level, often serving as a trusted business partner to C-level stakeholders.

If I had previously attended a HR-related training or education, can it count towards the 150-hours of HR-related training or education?

Yes. As long as you have evidence of previously attending a HR-related tertiary education (i.e. HR degree/diploma); or HR-related courses, workshops, conference and seminars accumulating to an aggregate of 150-hours, it will count towards the requirement of the 150-hours of HR-related training or education.

Am I qualified to participate if I only have 3~4 number years of HR experience?

You will qualify as long as you have 2 years of HR-related work experience at the relevant seniority levels. For Example:

As an IHRP-CP, you will need 2 years experience.

As an IHRP-SP, you will need 2 years experience performing in the scope of a Head of HR, HR Director, HR Business Partner Lead, or equivalent.

Am I qualified to participate if my current position is a HR specialist?

Yes absolutely! To date, HR specialists in the fields of compensation & benefits, talent acquisition, talent management, learning & development have successfully been certified.

I have little HR experience, but in HR-relevant role. Can I still apply?

The IHRP certification is a practitioner’s certification and a validation of your HR experience. As such, there is an experience requirement of at least 2 years at the role equivalent to the IHRP-CP and IHRP-SP level. You may want to give yourself more time to build up your HR experience if you are not yet ready. If you are a junior HR professional, you could also consider the associate programme.

How do I join as an associate?

We are currently finalising the eligibility requirements for the IHRP Associate Programme, and will post an update on our website once it is finalised.

Accredited Courses

How do I know if a course is IHRP accredited?

Please refer to IHRP’s webpage for the list of IHRP accredited courses. Only courses accredited by IHRP will be published in IHRP’s website.

How do I select an accredited course suitable for me?

Each accredited course is aligned to the relevant competencies under the IHRP Body of Competencies. You may wish to select the course base on the competency areas which you wish to acquire/ deepen as part of your professional development and upgrading.

Recertification Related

Why is there a need for recertification?

Maintaining your professional certification is a long-term commitment to the HR profession and your HR career development journey. It reflects your commitment to enrich your HR development journey and achieve mastery of HR competencies to grow as a HR professional.

Recertification is encouraged at the end of the certification period, and can be achieved by practicing HR professionals through demonstrated continuing professional development and professional conduct over the certification period.

What are the requirements to be recertified?

To demonstrate currency as a HR professional, you are required to demonstrate having fulfilled the following requirements:

  1. HR-related work: Engage in HR-related work for two or more years over the certification period; verified by work testimonials and updated CV
  2. Statement of Professional Conduct: Declaring compliance with the Code of Professional Conduct during the certification period.
  3. Continuing Professional Development: 90 CPD hours over the 3-year certification period

How do I apply for the next level of certification?

If you are a Certified HR professional who wishes to upgrade from IHRP-CP to IHRP-SP, please refer to this link to ascertain on your eligibility for IHRP-SP.

You may download the application form here.

Should you have any questions on your eligibility, you may contact assessment@ihrp.sg.

How does one apply for recertification?

IHRP will notify you 6 months before the end of your certification validity.  You will be able, to apply for recertification via IHRP’s website. In order to receive communications through those formally established channels, please ensure that your contact details are updated and accurate.

You will need to submit a recertification application consisting of four components:

(a) Continuing Professional Development,
(b) Updated CV
(c) Work-based Reference Testimonial, and
(d) Declaration of IHRP Code of Professional Conduct.

You will be notified of the outcome through formal communication channels. Upon successful recertification, your certification period will be extended for another three (3) years. An updated certificate with the new validity period will be mailed to you accordingly.

What if there is a lapse in my certification validity?

It is important that you renew your certification before the expiry of your certification period, to ensure that your certification is renewed in time. Otherwise, your professional certification will cease to be valid at the end of the three-year period, and you will no longer be authorised to use the IHRP credentials.

Others

Do I need to sit in a schedule of classes? Are there any compulsory training before the assessment?

There is no mandatory training required before the assessment. However, you will need to indicate that you have fulfilled approximately 150 hours of HR-related education or training before applying. The 150 hours can be fulfilled through:

HR-related tertiary education (i.e. HR degree/diploma); and/or any HR-related courses, workshops, conference and seminars taken in the past.

You may also consider taking IHRP Accredited Courses to help you fulfil your HR-related Education and Training hours

Would the IHRP certification be recognised internationally?

The IHRP Certification is the national certification framework and benchmarked against international HR best practices. IHRP Certification will serve as a benchmark in Singapore. As part of its mandate, IHRP is also working to establish mutual recognition arrangements between international HR certification bodies and IHRP, which will enable IHRP certified professionals to gain recognition under systems which share similar rigour and professional standing.

Is there a difference between SHRI & IHRP certification?

The IHRP certification is the national HR certification. With the launch of the IHRP certification, SHRI has since ceased the SHRI accreditation and is in the process to transit HR professionals who are SHRI-Accredited to be IHRP-Certified.

Can SkillsFuture be utilised for the certification?

You may use your Skills Future Credit for the courses and training that leads up to the certification, which will in turn qualify you for the 150 hours. However, Skills Future Credit cannot be used for the certification fees.

How can I use IHRP credentials?

HR Professionals who are IHRP Certified are authorised to use the following professional credentials according to their certification levels:

IHRP Certified Professional (IHRP-CP) IHRP Senior Professional (IHRP-SP) IHRP Master Professional (IHRP-MP)

How long is the IHRP certification valid for?

The certification will be valid for 3 years from date of notification of assessment outcome.

You may renew your certification by submitting an application for recertification.

Will my results be shared with my employers?

IHRP and its Assessors will neither disclose, nor permit members of its staff to disclose any information unless necessary for the provision of the Assessment and/or required to do so by law. Information obtained during the certification process, or from sources other than the applicant, candidate or certified person, shall not be disclosed to an unauthorised party without the written consent of the individual (applicant, candidate or certified person).

How do I contact IHRP on any enquiries?

For your enquiries, you may wish to write to us at hello@ihrp.sg.

CIPD-IHRP

Assessment

Why is IHRP offering mutual recognition with other international HR professional bodies?

Companies today operate in a globalised business environment. The new world of work also comprises an increasingly mobile talent pool operating in a remote work setting. In order to keep abreast of these trends, IHRP and the international HR professional bodies intend to build a global and borderless HR community. We share a common vision to develop HR professionals who are globally connected and able to operate across borders to unlock the potential of people and enable transformation of business.

What are the benefits?

The mutual recognition offers IHRP certified professionals, particularly those with regional and global responsibilities the opportunity to obtain certifications from a well-regarded international HR professional bodies. It also enables a foreign-certified HR professional based in Singapore to be nationally recognised. The mutual recognition provides a rigorous testament of the professional standing and mastery of HR competencies that are future-oriented and progressive. HR professionals are also able to access the broader set of programmes, resources and communities offered by both organisations, thereby enabling opportunities for greater growth, mobility and international connectivity.

Why do I need to fulfil bridging in order to obtain certification from either sides of the HR professional bodies?

The bridging covers the eligibility criteria and assessment requirements from the respective HR professional bodies, which are not covered by the other party. You can refer to the details on the bridging requirements, process and fees on the partnership page.

Bridging Pathways

AHRI: https://www.ihrp.sg/ahri-partnership/

CIPD: https://www.cipd.asia/membership/ihrp-agreement

SHRM: https://www.ihrp.sg/ihrp-community/ihrp-shrm/

Do I have to pay membership fees to both the professional bodies?

For respective professional bodies’ fee, please refer to their respective website.

For AHRI, https://www.ahri.com.au/hr-certification/membership-for-certified-hr-practitioners/

For SHRM, https://www.shrm.org/about-shrm/pages/membership.aspx

For CIPD, https://www.cipd.co.uk/membership/become-member/fees

For IHRP, there is a recertification fee of $450 every three years.

Do I have to complete Continuing Professional Development (CPD) for both the professional bodies?

Yes, however, you can count the same set of CPD activities towards fulfilling the requirements by the HR professional bodies respectively.

Is it necessary to maintain the validity of certification with both the bodies?

You will need to maintain the validity of your certification with the respective bodies, for the continued use of the professional credentials and access to the resources and benefits of each organisation.

AHRI-IHRP

What are the bridging requirements for IHRP certified professionals?

IHRP Certified Professionals may undergo a bridging pathway to attain AHRI Certification. To find out more, please refer to the AHRI Bridging Pathway: https://ahri.com.au/hr-certification/ihrp-mutual-recognition-pathway/

What is the IHRP Corporate Partner Programme?

Launched in November 2018, IHRP Corporate Partner Programme is an exclusive corporate-led initiative where organisations pledge their support to nurture a future-ready HR profession and champion IHRP Certification as the recognised HR standards of excellence.

What are the objectives of the programme?

This programme aims to acknowledge organisations that have adopted IHRP Certification as part of their Human Capital development effort and/or demonstrated exemplary support for their HR team to be IHRP-certified.

What are the requirements to be a Corporate Partner?

We welcome organisations from the public and private sector in Singapore to apply. To be eligible, you will need to fulfil the following:

  • Support IHRP Certification via IHRP Corporate Assessment* and
  • Indicate IHRP Certification as a preferred hiring criterion for HR job vacancies

*Organisations can embark on a corporate assessment that includes onsite assessment at your premises and receive a corporate competency profile report, that benchmarks the competencies of your team against the sector that you are in.

How can an organization apply to become a Corporate Partner?

Interested organisation can submit their interest to IHRP at hello@ihrp.sg

What are the key benefits as a Corporate Partner?

Exclusive Networking Opportunities
Company leaders and certified professionals can have priority access to:

  • Exclusive events, workshops, learning journeys and international roundtable discussions organised by IHRP
  • Curated best HR practice resources and peer-learning opportunities through IHRP Connect

Publicity

  • Recognised as a Corporate Partner on IHRP’s website
  • Showcased in IHRP’s marketing and promotional collaterals for publicity, where appropriate
  • Featured on selected print and social media platforms

IHRP Job Portal

Corporate Partners can also tap on the IHRP Job Portal to advertise their job postings* for HR-related positions that they are recruiting for.

*Job postings will need to indicate “IHRP Certification is preferred/is a plus”.

If you are an existing Partner and you would like us to advertise your job postings, please write in to us at hello@ihrp.sg.

Who are our current Corporate Partners?

Click here to view the full list of our Corporate Partners.

How can an organisation contact IHRP on any enquiries?

For any enquiries, the organisation may write to IHRP at hello@ihrp.sg or call 6513 3895.

For more information, they may also visit https://www.ihrp.sg/ihrp-corporate-partner-programme/.

What is Continuing Professional Development (CPD)?

Continuing Professional Development (CPD) refers to learning and education activities that would help certified HR professionals to develop and maintain competencies and HR knowledge that enable them to be effective in their HR role.

IHRP-certified professionals are strongly encouraged to continue updating and upskilling themselves during their 3-year certification duration. For IHRP-CPs and IHRP-SPs, there is a 90-hour CPD requirement that needs to be fulfilled, in order for them to meet the IHRP recertification eligibility criteria.

CPD hours can be earned through:

  • collecting points via the IHRP Connect LMS system
  • volunteer opportunities with IHRP
  • continued learning through training courses, workshops, etc.

What counts as Continuing Professional Development (CPD)?

The 90 CPD hours may be accumulated through multi-modal learning opportunities including activities such as accredited courses, self-study, workshops and conferences, e-learning, IHRP Connect mobile platform learning and etc.

Find out more here.

How do I get advice on addressing the gaps from the assessment report?
Is there a list of courses/programmes that help me to fulfil CPD?

You may refer to the list of IHRP accredited courses under IHRP’s website for training programs, which are aligned to the Body of Competencies, to acquire the relevant competencies.

You may also contact IHRP at hello@ihrp.sg for further enquiries.

Is there a learning roadmap for my development?

The first step of your CPD Journey includes reflecting on the competency analysis from IHRP Development Report, which was received upon successful outcome of the OnSite Assessment.

IHRP has also launched our very own mobile based learning platform IHRP Connect. This interactive platform enables IHRP-certified professionals to collaborate and engage within a qualified community, to access bite-sized learning materials, and to take charge of their development.

IHRP Connect is available for download on the Apps Store / Play Store. All certified professionals will receive access to IHRP Connect when they successfully achieve their IHRP certification.

How do I keep track of CPD?

You will be required to keep track of your verifiable CPD activities through retaining of evidence of such activities (e.g. registration information, invoices, attendance confirmation, letters of appointment, etc.)

Is there training subsidy for CPD?

Please refer to individual training providers for enquiries on training subsidy for their courses.

Can I use my SkillsFuture Credit for CPD?

Yes, if the course is approved for SkillsFuture Credit. Please visit www.skillsfuture.sg/credit for the list of courses which are eligible.

What is the Professional Code of Conduct?

The IHRP’s Code of Professional Conduct has been developed to reflect the standards of professional conduct and behaviours for all Certified Professionals.

Implicit in the conferment of this professional certification is a requirement for certified members to comply with the mandates of all applicable laws and regulations, as well as take responsibility to act in an ethical and professionally responsible manner according to a set of core principles.

What happens if a certified professional is found to have been in violation of the Code of Professional Conduct?

IHRP will convene a Disciplinary Committee to review if there has been a violation, and determine the appropriate course of action, including whether the certification will be revoked. If the certification is revoked, you will no longer be authorised to use the IHRP credentials.

What is HCDT?

The Human Capital Diagnostics Tool (HCDT) is a comprehensive yet simple-to-use organisational “health check” for companies of all sizes. Using insights from the diagnostics, organisations can make informed human capital decisions, such as where to invest their resources in order to better meet the needs of the business and its workforce.

The HCDT uses a 4-Stage maturity model. At each successive level of maturity, the HR function improves its functional efficiencies, talent management capabilities, organisational capabilities, and business impact. The higher an organisation’s maturity stage, the more sophisticated its processes and practices and the better positioned it will be in meeting business challenges.

How much does the HCDT cost?

The tool is currently complimentary for companies that undergo HCDT as part of specific govt initiatives, e.g. HCP, SFE, etc. Walk-in companies (without any govt initiatives) will be charged $1275 for the assessment, $200 per organization report, and $125 for the optional HCPS. All prices exclusive of GST.

What is the Outcome?

The tool generates human capital recommendations based on one of the four possible Growth Stages, to help leaders prioritise their human capital process improvement efforts. In dialogue with a trained assessor, leaders can further align these recommendations to their organisation’s strategy.

Organisations can then embark on human capital projects to improve areas highlighted.

What is the engagement process like?

The assessment process is 2-day commitment during which assessors will speak with the CEO and HR Director and review policy documents (First day), followed by a share back of assessment results to CEO (Second day)

Assessors will also need to communicate with the HR staff prior to the first session to prepare them for the policy documents review on their first visit.

What is the SkillsFuture Study Award for HR?

The SkillsFuture Study Award for HR is one of the key initiatives under the HR Industry Manpower Plan (HRIMP) to strengthen the HR profession in Singapore. It supports HR professionals to continually deepen their skills in the sector, allowing them to be more effective in developing people strategies that benefit the workforce and support business transformation.

What will I receive under the SkillsFuture Study Award for HR? What can I use it for?

You will receive a monetary award of $5,000 which you can use to defray your out-of-pocket expenses associated with the HR course that you will be taking. It can be used on top of existing Government course fee subsidies.

Who can apply for the SkillsFuture Study Award for HR? What are the eligibility criteria?

The SkillsFuture Study Award for HR is targeted at Singaporeans with at least two years of HR work experience and are looking to further develop their careers.

For more details on the eligibility criteria, please visit https://www.ihrp.sg/skillsfuture-study-award-for-hr/

Are Public Officers eligible for SkillsFuture Study Award?

No. The Public Service is committed towards the skills deepening of public officers and government agencies offer a range of training and development schemes to support the skills upgrading of public officers. As such, public officers are encouraged to apply for the in-house schemes instead of the SkillsFuture Study Award.

What are the HR courses that are supported under SkillsFuture Study Award for HR?

The SkillsFuture Study Award for HR supports all relevant HR courses including certificate, diploma, postgraduate diploma, degree and HR professional development programmes.

What is the Skills Framework?

An integral component of the Industry Transformation Maps co-created by Employers, Industry Associations, Education Institutions, Unions and Government for the Singapore workforce, the Skills Framework provides key information on sector, career pathways, occupations/job roles, as well as existing and emerging skills required for the occupations/job roles. It also provides a list of training programmes for skills upgrading and mastery.

The Skills Framework aims to create a common skills language for individuals, employers and training providers. This further helps to facilitate skills recognition and support the design of training programmes for skills and career development. The Skills Framework is also developed with the objectives to build deep skills for a lean workforce, enhance business competitiveness and support employment and employability. In total, there are 33 sector Skills Frameworks.

What are the Skills Framework workshops?

SFw workshops are complimentary full day workshops to introduce HR Professionals and business leaders to the SFw for their sector.

Each workshop aims to aid in:

  • Understanding the intent and purpose of the Skills Framework for your selected sector
  • Comprehending the components of the Skills Framework for your selected sector
  • Determining how the career pathways and skills identified in the Skills Framework for your selected sector can be used to improve HR practices and organisational performance
  • Implementing the Skills Framework for your selected sector to support better business outcomes

What is IHRP’s role in Skills Framework?

Since February 2019, IHRP has been appointed as the Programme Manager for the Skills Framework workshops.

We also manage the SFw community on IHRP’s own mobile enabled online community: IHRP Connect.

How is Skills Framework linked to the IHRP Certification?

Candidates for the IHRP Certification are assessed against the IHRP Body of Competencies (BoC)

The IHRP BoC is embedded into the SFw for HR. For all other sectors’ SFw, activities carried out in the process of adopting the Skills Framework can qualify for the Stage 1: Experience Assessment portion of the IHRP Certification process, subject to review by IHRP Assessment Team.

Attendees for the SFw workshops can also clock the hours towards the 150 HR-related training hours pre-requisite for applying for the IHRP Certification.

[For IHRP Certified Professionals] What can I gain from attending the Skills Framework workshops?

IHRP Certified HR professionals can clock CPD hours for attending SFw workshops.

Additionally, as an IHRP Certified HR Professional, the SFw provides a ready reference, easily customisable toolkit to adopt for their organisation’s Talent acquisition, development and retention purposes in line with HR’s growing importance to the organisation’s strategic functions.

Where can I sign up for upcoming SFw workshops?

You may visit www.ihrp.sg/skills-framework/workshops-for-hr-professionals/ to sign up for upcoming SFw workshops.

About IHRP Certified Associate (IHRP-CA™)

What is the IHRP-CA™ and its duration?

The IHRP Certified Associate (IHRP-CA™) is a certification that leads to a structured 2-year development pathway designed to equip individuals with the application of HR knowledge and accelerate their readiness to take on bigger HR roles as an IHRP Certified Professional (IHRP-CP).

For more information please visit: https://www.ihrp.sg/ca/

Note: This is not a training course/module and does not involve regular online classes/physical classes.

Who is the IHRP Certified Associate (IHRP-CA™) for?

IHRP Certified Associate (IHRP-CA™) is for students or working professionals who currently do not meet the eligibility criteria required for IHRP Certified Professional (IHRP-CP) credential (i.e. (1) 2 years of HR-related work experience and (2) 150-hours of HR-related training or education).

The IHRP-CA™ is available to the following groups:

  • Working Professionals who are not eligible for IHRP Certified Professionals (Non-HR students, PMETs, Junior HR, HR Admin, currently in between jobs)
  • Individuals looking to move into HR
  • Fresh HR Graduates

If I am a student currently and wish to pursue further studies or enlisted into National Service, can I still be part of the IHRP-CA™?

The IHRP Certified Associate (IHRP-CA™) will commence upon your graduation (for students) and your status as an IHRP Certified Associate (IHRP-CA™) is valid for 3 years upon graduation.

If you have plans to pursue further studies, you may submit proof of full-time studies and IHRP will put on hold your status as an IHRP-CA™ till your graduation. This also applies to those who are required to serve National Service.

If my status has been put on hold during my studies / National Service, can I still attend the events / learning journeys?

Yes, you can still attend selected events / learning journeys targeted for IHRP-CA™ who are not yet working professionals.

Benefits

What are the benefits of being an IHRP Certified Associate (IHRP-CA™)?

Being an IHRP Certified Associate (IHRP-CA™) will kickstart your HR journey by providing you with a structured 2-year development pathway.

As an IHRP Certified Associate (IHRP-CA™), you will go through structured learning using the 3Es.

  1. Emerging skills. Micro-credential in emerging HR skills, application of HR skills through capstone projects, skills framework and Human Capital Diagnostic Tools
  2. Exposure. Mentoring, networking opportunities, learning journeys
  3. Education. Curated content and Community of Practice on IHRP mobile-enabled learning platform, courses in emerging HR skills provided by accredited partners

How do I register for the events / learning journeys?

To register for events/learning journeys, please login to IHRP Connect.
Assessment

What is the assessment process to be eligible for the IHRP Certified Associate (IHRP-CA™)?

To be successfully certified as an IHRP-CA™, you will need to successfully clear the FoundatioN level Assessment Papers:

  • Paper A – Employment Policies and Legislation and,
  • FoundatioN Paper (Paper N) – Fundamental HR knowledge and competencies as outlined by IHRP’s Body of Competencies (BoC),

You may be exempted from the FoundatioN Paper if you have completed any of these courses.

How do I prepare for the assessments? 

Online preparation materials will be made available for participants who prefer to self-study, in addition participants will also receive an information pack 1 month before their assessment date. There is also a list of accredited training programmes for candidates who prefer guidance through more traditional courses found here.

What is the cost of the Assessments?

Fee
Full-time Students
Working Professionals
Paper A $35 $50
Paper N $200 $200
Total $235 $250

Can I re-sit if I don’t clear the Papers on my first attempt? 

You will have up to 3 attempts to pass any of the paper within a one-year period.

Do I need to pay for the Re-assessment Papers?

Yes, a re-assessment fee is applicable.

What is the validity period of the FoundatioN Assessment Papers for re-assessment?

Paper A and the FoundatioN Paper (Paper N) are valid for 18 months upon the first clearance.

How long is the IHRP-Certified Associate (IHRP-CA™) valid for? Do I need to recertify upon expiration?

The purpose of the IHRP Certified Associate is to enable and prepare HR professionals for the IHRP Certified Professional (IHRP-CP) certification, so the IHRP Certified Associate (IHRP-CA™) status is valid for up to 3 years. Recertifying of the IHRP-CA™ credential is not encouraged, we would advise individuals who are reaching the 3 year mark, to instead apply for the IHRP-CP certification. Individuals should capitalise on the IHRP Certified Associate (IHRP-CA™) to progress to IHRP-CP certification.

Contact

How do I contact IHRP if I have any questions / enquiries?

For further enquiries, you may write to us at certifiedassociate@ihrp.sg

Cannot find an answer you're looking for?

Email us at hello@ihrp.sg

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Yeo Meng Hin, IHRP-MP, GRP, FCIPD

Director, Group Human Resources
Keppel Corporation Ltd, Singapore

Meng Hin believes that effective human resource management requires the alignment of human resource strategies around business objectives and a highly engaged workforce that is committed to deliver those goals. Meng Hin is currently leading the global HR function for Keppel Corporation Ltd as Group Human Resources Director. Keppel Corporation is a company focusing on deliver solutions for sustainable urbanisation.

Previously, Meng Hin had also managed operations, logistics, technology and transport management as well as business development.

Meng Hin is an IHRP Master Professional (IHRP-MP) and currently serves on the IHRP Assessment & Insights Committee.

Tan Seng Chai, IHRP-MP

Chief Corporate & People Officer
CapitaLand Ltd

Tan Seng Chai is currently the Chief Corporate & People Officer of CapitaLand Group. He oversees the Group’s corporate functions including human resource & administration, communications, legal & company secretariat, procurement, and global shared services & business process. His responsibilities also include the Group’s organisation development function, including corporate giving through CapitaLand’s philantrophy arm CapitaLand Hope Foundation. Seng Chai is a member of the CapitaLand Executive Committee.

One of Seng Chai’s key responsibilities is human capital management and development, building talent pipeline and capabilities to support the organisation and businesses including M&A. He is actively involved in senior appointments succession planning and executive compensation to drive sustainable high-performance culture in the organization.  

Seng Chai’s role in CapitaLand group began in leading the human resource function and his responsibilities has been expanded to oversee other corporate support functions in his capacity as the group’s Chief Corporate Officer from 2012.

Before joining CapitaLand in February 2008, Seng Chai was with Chartered Semiconductor Manufacturing Ltd, Singapore for 12 years. He held key positions in the company which included heading its worldwide human resource organisation as well as overseeing key projects implementation and strategic investment activities.
Seng Chai holds an honours degree in Civil & Structural Engineering and a Master of Science in Industrial & System Engineering from National University of Singapore. He is also currently the Executive Director of the CapitaLand Hope Foundation.

Tan Kwang Cheak, IHRP-MP

Chief Executive Officer
Agency for Integrated Care (AIC)

Kwang Cheak is the Chief Executive Officer for the Agency for Integrated Care (AIC).

He started his career in the Singapore Public Service and spent more than a decade in the Singapore Administrative Service, serving in various appointments in the Ministry of Education, Ministry of Defence, Ministry of Manpower and JTC Corporation. He subsequently joined McDonald’s Singapore where he was the Senior Director for Operations, Business Planning and Human Resources, before he became the Assistant Executive Director in the Singapore National Employers Federation. He was also the Director for Human Resources and Talent Development in MOH Holdings Pte Ltd, the holding company for the six public healthcare clusters in Singapore, and the Chief Human Resources Officer at NTUC Fairprice Cooperative Ltd in Singapore.

Tan Kok Heng, IHRP-MP, Chartered FCIPD

Director Human Resource
MFA, Singapore

Kok Heng is a seasoned public service human resource and organisation development leader. He is a strategic HR leader with experience in nationwide campaign marketing, stakeholder engagement and human resource development. He is adept at strategic manpower planning with good understanding of local and international talent pipeline and demands. Kok Heng has worked with the military, education, media and marketing, culture, arts and heritage, sports, community development and charity sectors in developing its talents, including global talents from overseas.

Kok Heng is currently Director Human Resource with the Ministry of Foreign Affairs (MFA), Singapore and is responsible for its full suite of HR functions. He is also concurrently the Vice-Dean of MFA Diplomatic Academy. Previously, he served as CHRO, Central Provident Fund (CPF) Board and Dean of CPFB Academy.

A nurturing leader, Kok Heng mentors and coaches individual and teams as a career and life coach. He is a mentor to HR managers on the public service programmes.

Robert Chong, IHRP-MP

Business/HR Advisor

Robert Chong has over 30 years of experience in managing the HR function as well as the business transformation for various global companies. In his most recent appointment as the Chief Corporate and Human Resource Officer of Shangri-La Asia, Robert focused on driving Human Resources strategy as well as supporting corporate services to deepen capabilities and enhance synergies across the Group. Prior to joining Shangri-La, he has held senior HR appointments at Keppel Corporation Limited, Temasek International, Shell (Asia Pacific & Middle East), Pepsico and Asia Pacific Breweries.

He is a member of the Advisory Board for Nanyang Business School and he is also certified as a Master Professional by Institute of Human Resource Professional.

Robert holds a Bachelor of Art in Sociology from the National University of Singapore and a Master of Business Administration in Accountancy from the Nanyang Technological University. He has also attended the Advanced Management Program at Harvard Business School and senior leadership programmes at INSEAD (Fontainebleau) and IMD.

Renata Janini Dohmen, IHRP-MP

Global Head of Early Talent Attraction
SAP

Renata Janini Dohmen is a global award-winning senior executive in Strategic Human Resources. Based in Singapore, Renata has over 30 years of professional experience in Latin America and Asia Pacific countries, partnering with and helping businesses and talent prepare for the Future of Work.

Internationally recognized for her individual achievements and for the successes of people and organizations under her leadership, Renata is currently responsible for attracting and recruiting thousands of entry-level talent to SAP worldwide and brings her extensive experience from the many years she has served as Head of Human Resources for American and European organizations across Asia Pacific and Japan. Before moving with her family to Singapore in 2011, Renata developed an outstanding career in Latin America, where she held country and regional positions of increased responsibility in Training & Development and Human Resources Business Partnership.

Renata holds a Master’s Degree in Business Administration and most recently has been conferred the distinguished title of IHRP-MP by the Institute of Human Resources Professionals in Singapore. Renata is a regular speaker in international events and an active contributor to the growth and development of Human Resources.

Paul BK Choo, IHRP-MP

Chief Human Resources Officer and Vice President for Sustainability
Bridgestone (China & Asia Pacific)

Paul is currently the CHRO & VP for Sustainability with Bridgestone responsible for the China and Asia Pacific region (CAP) and is a key member of the Executive Committee of Bridgestone CAP that is fully responsible for the strategy, direction and financial success of its regional business that spans across 10 countries and 14 business entities.

He serves as a Member of the Nomination & Compensation Committee and Governance & Risk Committee of the Board of Bridgestone CAP and sits in two Bridgestone Global Committee – the Global HR Committee overseeing the Group’s Global HR transformation and the Global Sustainability Committee overseeing the Group’s sustainable development through creating safer, healthier and more sustainable environment and communities.

He has almost 30 years of global HR experience with proven success in linking HR strategies to the business and providing HR thought leadership across a dispersed region. He has worked for global MNCs such as Exxon Chemical, Lennox and Bekaert in varying senior roles and across all levels of HR from operations to corporate HR up to and including Chief HR responsibilities and was based in Dallas, USA and Shanghai, China for almost 14 years on overseas assignments. His broad HR business partnering and consulting skills includes leading strategy development, organization design & culture transformation, leadership & executive development, talent management strategies, executive compensation and the development of the HR function to meet sustainable business results. In his senior roles, he partners closely with CEO and C-suites, Senior Management teams and do work with Board of Directors.

He serves on the Board of LEAP201 as Board Member (Non - Executive Director) and Member of Executive Committee that focuses on lifting low-income households above the poverty line in a sustainable way.

Ong Chin Yin, IHRP-MP

Head of People
Grab

Ong Chin Yin is the Head of People at Grab. She runs the People Operations and Grabber Technology Solutions teams to build positive and personalised experiences for all to thrive at Grab.

As an orgware developer, Chin Yin is a conferred IHRP Master Professional, the pinnacle-level achievement that recognises HR leaders as role models of the HR community in Singapore.

Chin Yin graduated from the National University of Singapore with an Honours degree in Psychology. She spent 20 years building experience in sales, marketing and human resource.

She supports humanitarian causes and gives back to the community where she can, including serving as a mentor at the Young Women’s Leadership Connection. She most recently joined the F45 movement to keep herself healthy and fit!

Olivia Tay, IHRP-MP

Group Chief Human Resource Officer
National Healthcare Group (NHG)

Olivia Tay is the Group Chief Human Resource Officer of the National Healthcare Group (NHG), She joined NHG, a leading public healthcare institution recognised at home and abroad for the quality of its medical expertise and facilities in 2001, and assumed her current position as Group Chief Human Resource Officer in 2006.

As Group Chief Human Resource Officer, Mrs Tay oversees the formulation, review, and implementation of HR strategies and policies to support NHG’s vision and mission, which are aligned to the national agenda of MOH. She also works closely with different stakeholders, including other public healthcare clusters and the union.

Highly respected within the HR community in Singapore and beyond, Mrs. Tay has close to three decades of HR experience in industries spanning across electronics to healthcare. She is also a member of several national-level taskforces with the Ministry of Health (MOH), Agency for Integrated Care (AIC), Public Service Division (PSD), and the Workforce Development Agency (WDA)

Mrs, Tay was certified as an IHRP Master Professional by the Singapore Institute of Human Resource Professionals (IHRP) in 2019, in recognition of her HR leadership. She was also awarded the National Day Public Administration Medal (Bronze) in 2015.

Norbert Ehlert, IHRP-MP

Senior Director Human Resources
Procter & Gamble, Singapore

Norbert Ehlert is currently Sr. Director HR for Procter & Gamble, Research & Development and leads the HR function across Innovation Centres in APAC, Middle-East & Africa as well as for the Greater China Region.

Norbert is a transformational leader who sees the HR function as a core enabler to the success of an enterprise. ”People are the secret sauce to any business. Human Resources has the mission to identify and develop critical capabilities and talents, steward company values and focusing on the human aspect of the business in creating an inspirational, inclusive workplace that allows and enables every individual to perform at their peak.”

Norbert started his career as a Junior Relationship Manager in a Bank, joined the HR function after studies of International Business Administration in Germany and Japan, and now has more than 24 years of experience in Human Resources. His career provided him with the opportunities to live in 7 countries and work globally. Norbert’s role portfolio spans across all HR aspects such as HR Services & Operations, Manufacturing, Country and Regional Business HR Leadership, Large Culture & Business Transformations, Acquisitions & Divestitures and Regional Employee Relations. He is a Mentor to talents across Regions and functions, an experienced Coach to business leaders.

Norbert currently also serves as Member of the iHRP Engagement and Outreach Committee.

Low Peck Kem, IHRP-MP, Chartered FCIPD, MSHRI

Chief HR Officer & Advisor (Workforce Development), Public Service Division
President, SHRI

As the Chief HR Officer and Advisor (Workforce Development) for the Public Service Division, Prime Minister’s Office of Singapore, Peck Kem is responsible for professionalising HR in the public sector of 16 Ministries and more than 60 Statutory Boards.

She is also the elected President of the Singapore Human Resources Institute (SHRI).

Prior to her current appointment at the PSD, she was the Senior Director for HR & OD for a not for profit organization, The Global Alliance for Improved Nutrition (GAIN) based in Geneva, where she was responsible for HR, OD, Legal, Internal Audit and Corporate Administration for the 15 global offices at GAIN.

Peck Kem has the unique combination of experience from a quality engineer to manufacturing manager to VP Human resources in the private sector (Tandon, Western Digital, Hewlett Packard, Agilent Technologies & Avago Technologies), a Divisional Director of National HR Division in the Singapore Ministry of Manpower in the public sector, a Senior Director ODHR in GAIN, a not for profit organization based in Geneva to now a Chief HR Officer for the Singapore Public Service Division. This combination has widened her perspective in private, public and NGO sectors, and viewing the leadership from an Asian and European perspective.

Peck Kem has a Masters in Human Resource Management from Rutgers University and a Bachelor’s degree in Engineering from NTU. She is also a Chartered Fellow of the Chartered Institute of Personnel and Development (CIPD) and IHRP Master Professional.

Lee Yan Hong, IHRP-MP

Managing Director, Head of Group Human Resources
DBS Bank Ltd

Yan Hong’s human capital management experience spans over 30 years, across a spectrum of industries, specialisations, coverage and geographies. During her time in General Motors, Hewlett Packard and Citigroup, her diverse portfolio included compensation and benefits, talent and performance management, learning and development, employee relations and organizational design.

At DBS, Yan Hong drives the overall strategic people agenda of the Group and is recognised for taking a proactive approach in building best practices in HR, setting the direction and spearheading various functions and initiatives in the organizational growth of the Bank.

Under her leadership, DBS has won a number of global and regional accolades including Gallup’s Great Workplace Award winner; one of Aon Hewitt’s Top Companies for Leaders, Bloomberg Businessweek’s Financial Institution Awards – Training Academy of the Year in Hong Kong, listed in Bloomberg’s Gender Equality Index for 4 consecutive years, certified by Kincentric as Regional Best Employer in Asia Pacific, Country Best Employer in Singapore and our other markets for several years as well as Universum’s Top 100 Most Attractive Employers by business undergraduates in China – all in recognition for good HR practices.

Yan Hong was a steering committee member for Applied Study in Polytechnics and ITE Review (ASPIRE) looking to enhance career and progression prospects for tertiary students in Singapore and currently serves as committee member at the Human Resource Skills Council for Workforce Singapore (WSG) and Human Capital Leadership Institute (HCLI) CHRO Advisory Panel.

Justina Tan, IHRP-MP

Managing Director; People
Changi Airport Group (S) Pte Ltd

Justina Tan provides strategic leadership to ensure employees of Changi Airport Group would have the competency and commitment to accomplish the organisation’s business plans and objectives.

She has more than 20 years of experience in the airport industry and has held senior positions in various airport business functions from international relations, airline marketing, airport retail and airport consultancy. She was appointed to head the Human Resources function to drive the transformation of the HR function, and has been in the HR field since 2004. She has a passion for organizational development work, and over the years she has drove cultural initiatives, initiated a more structured approach for talent management and leadership development, spearheaded employee engagement efforts, as well as looked into the design of rewards and performance management systems to drive organizational performance. Under her leadership, Changi Airport Group has been recognized in recent years as an employer of choice through various Employer Brand Awards, and recognized by industry partners, including Union partners, through various other awards. In recognition of her contributions and achievements within the HR industry, Justina was conferred the Institute of Human Resource Professionals Master Professional (IHRP-MP) certification.

Josephine Chua, IHRP-MP

Director of Human Resources & Quality
Ramada and Days Hotels by Wyndham Singapore at Zhongshan Park

Josephine Chua is the Director of Human Resources & Quality for the Ramada and Days Hotels by Wyndham Singapore at Zhongshan Park.

Josephine has developed and implemented initiatives to attract, engage and retain talents in the Hotels. Under her leadership, she led the Hotels to receive the SkillsFuture SME Employer Award 2019, HR Asia Best Companies to Work for in Asia 2016, HRM Award Best SME Employer of the Year 2017 and Human Resource Magazine HR Excellence in HR Team Collaboration in 2019.

An industry veteran, Josephine was previously a Senior Manager in the Human Resources and Talent Development department for Singapore's largest integrated resort. Before 2011, Josephine held engineering and global supply chain director roles in Hewlett Packard, Agilent Technologies, and Avago Technologies. Being passionate about people, she has been personally coaching owners of Small-Medium Enterprises on business strategies, leadership and organizational development on a pro-bono basis. With her commitment towards HR and as well-known speaker in the HR industry, Josephine has constantly been keeping up with the latest HR trends and practices during her spare time always making sure that her information is up to date.

Josephine graduated with a Bachelor in Electrical & Electronics Engineering from National University of Singapore, Master in Business Administration (Accountancy) from Nanyang Technological University and Graduate Diploma in Marketing Management from Singapore Institute of Management. Josephine has acquired Emergenetics Certification and Leadership Coaching Certificate (International Coach Federation) as part of her commitment to groom talents.

Jolene Chen, IHRP-MP

Group Human Resources Director
Prudential plc

Jolene Chen has been the Group Human Resources Director for Prudential plc since June 2019 and prior to that the Chief Human Resources Officer for Prudential Corporation Asia since 2011.

Currently based in Hong Kong, Jolene sits on the Group Executive Committee and the Prudential Corporation Asia Regional Executive Committee. She is Co-Chair of Prudential’s Global D&I Council and Vice-Chair of Prudence Foundation, the community investment arm of Prudential in Asia.

Jolene leads an HR team that supports 18,000 employees across 25 countries and 4 continents, spearheading Prudential’s cultural and values transformation as it becomes a more inclusive, purpose-led, customer-focused, and digitally savvy organisation.

Under Jolene’s leadership the HR function has undergone a significant mindset shift, creating more engagement with the business, driving faster decisions through new ways of working and improving the employee experience through the application of new technology. To further enhance capabilities within the function an online HR academy has been launched including, for the first time, a global baseline of HR capabilities.

Prior to joining Prudential, Jolene spent over 21 years with multinational companies, including Standard Chartered and Inchcape, in a variety of resourcing, organisational design, talent management, learning and development and human resources roles.

Jolene is active in the wider global HR community, as a member of the World50 group.

Jason Ho, IHRP-MP

Head Group Human Resources
Overseas-Chinese Banking Corporation Limited, Singapore

As Head of Group Human Resources, Jason Ho leads the People and Organisational strategy at OCBC Bank. He has over 30 years of experience in the financial industry. The crossover from business operations to human resource management puts him in a strong position to bridge the gap between OCBC Bank’s business and people agenda and prepare for a future that is ready to embrace change brought by technological reforms and the digital revolution.

Jason champions HR transformation with the singular purpose of driving an employee experience that brings out the best in employees to achieve business outcomes for OCBC Bank. His mission is to prepare the business and the workforce for the future of work.  

He serves as Director of The Institute of HR Professionals and a member of the HR Industry Transformation Advisory Panel (HRTAP).

Dr Jaclyn Lee, PhD, IHRP-MP

Chief Human Resources Officer
Singapore University of Technology and Design

Dr. Jaclyn Lee is currently the Chief Human Resources Officer for the Singapore University of Technology and Design (SUTD), where she is responsible for managing the Human Capital and Talent Strategy for the university. She also heads the HR Technology and Analytics Function and for the past 10 years has also worked closely with the President and senior leaders in managing the culture and organization development of the university. Jaclyn also holds an appointment as Senior Fellow with the SUTD Academy where she has trained hundreds of HR professionals in the area of data analytics and HR Digital transformation. For her contributions to public service, she was accorded the Public Administration Medal (Silver) in 2019 by the President of Singapore.

Prior to SUTD, she was the Senior Vice President, Group Human Resources, responsible for managing the full spectrum of human resources for CERTIS, a security services company. One of her key achievements there was successfully managing a very difficult wage re-structuring project that involved thousands of workers. Prior to this, she was the Regional HR Director and HR business expert for NEC Solutions Asia Pacific.

Jaclyn is currently sitting on the Professional Practices Committee of IHRP, and she is also the Co-COP leader for HR Analytics. She has spoken in more than 150 conferences locally and globally, and is an author of a book entitled, “Accelerating organization culture change”. She is the recipient of several awards including Outstanding Contribution to HR in 2017 and Best HR Leader, SHRI in 2008. She has Masters Degrees from both Rutgers and SMU and a PhD in Information Systems from Twente University in the Netherlands.

Gloria Chin, IHRP-MP

Director; Corporate HR & Corporate Services
Ministry of Health, Singapore

Gloria Chin has almost three decades of HR experience, both in the private and public sectors. She started her career with the Housing & Development Board and the Inland Revenue Authority of Singapore before moving to the healthcare industry where she headed the HR function for the National Healthcare Group (NHG) corporate office and thereafter started up a new healthcare cluster, Jurong Health Services (JHS) as its HR Director.

Gloria was HR Director of the National Environment Agency (NEA) from 2011 to 2019. Under her leadership, NEA won more than 40 international and national HR awards and recognition in diversity & inclusion, mature workforce, strategic HR, employee development, employee engagement, workplace health, fair employment and corporate social responsibility. NEA was named the Public Sector Employer of the Year in 2016 by the Human Resources Magazine (Singapore) and clinched the Stevie Gold Award for Employer of the Year (Non-Profit or Government Organisations) in New York in 2018.

Gloria believes in grooming the next generation of HR practitioners. Since 2015, Gloria has been mentoring NUS Arts and Social Sciences undergraduates who are keen in HR as a career. She is also a member of the Public Service Division’s HR Talent Development Committee since 2018. In December 2019, Gloria joined the Ministry of Health overseeing Corporate HR and Corporate Services.

Dr Fermin A. Diez, IHRP-MP, CCP, SPHR

Deputy CEO and Group Director, Human Capital and Organization Development Group
NCSS, Singapore

Dr. Fermin Diez has 35 years of experience in human resources, including consulting, corporate, and academic roles in 40 countries.

As a corporate executive, he was Regional Head of HR for two large MNCs in Asia Pacific and in Latin America. Currently, he is Deputy CEO at the National Council for Social Service, where he looks after strategic people issues in this sector.

As a consultant, he has advised multinationals, local companies and public sector organizations at the Board and C-Suite levels. He also led the team that advised on the review of the pay program for the political appointees in Singapore.

Fermin has co-authored three books on HR: Human Capital and Global Business Strategy, Remuneration Handbook, and Fundamentals of HR Analytics. His articles have appeared in many international business and HR publications. His current area of research is the comparative effectiveness of various pay schemes. He serves as adjunct faculty at Singapore Management University and Nanyang Technological University.

He was previously on the Taylor’s Education Group Board as well as the Singapore Management University Business School Advisory Board, the Children's Cancer Foundation Board, and the Board of Directors of WorldatWork, the Board Of Jurong Health Group and the HR Committee of the National University Health System. He sits on the PSD HR Talent Development Committee (TDC). He is also on the Board and chairs the Assessment Committee of the Institute for Human Resource Professionals (IHRP), where he is also the Dean of HR Studies.

Dr. Diez obtained his PhD in General Management from SMU. His MBA is from the Wharton School, and his BA in Psychology is from the University of Michigan. He is a Certified Compensation Professional (CCP), a Senior Professional of Human Resources (SPHR) and an IHRP Master Professional (IHRP-MP)

D N Prasad, IHRP-MP, PCC(ICF)

Senior Director; Strategy, People and Organization
GovTech, Singapore

D N Prasad (Or, DNP as he is known as in professional circles) is an Executive Coach (PCC, International Coach Federation), transformational HR Leader, and a Talent & Culture Strategist, with expertise in leading scaled transformation, building and scaling Organizations & functions (in-country, region and global) and shaping & nurturing cultures and careers.

Prasad is currently Senior Director for Strategy, People and Organization with Government Technology Agency(GovTech), Singapore and is responsible for Corporate Strategy, Human Resources, Culture and Organization Development. Prior, he founded Noetic step, an Executive Coaching and Talent Advisory practice, working with leaders and organizations, globally. In his last corporate stint, he served as Director and Head of Google People Services for APAC and as a Leadership Coach, at Google Inc.

His progressive career leadership experiences spans seven and a half years with Infosys (where he was the global head of early career hiring, campus relations and HR Operations) and more than a decade with Google. He also brings extensive experience with coaching C-Suite and Senior leaders across APAC, Middle-East, India and US, across a range of industries - Technology/Digital, Manufacturing, Supply Chain, Transport, Consulting, Media, Insurance, Healthcare and start-ups. 

He serves on the Advisory Board of Ad Astra Consultants, a boutique People Solutions company and on the Board of Management Studies of T.A. Pai Management Institute, Manipal – India.

Derek Tan, IHRP-MP, Chartered FCIPD, SHRM-SCP

HR Advisor

Derek Tan is a problem solver and system builder. An engineer by training, he has accumulated diverse HR experiences in troubleshooting business and organisational issues in both the private and public sectors.

He is blessed with many learning opportunities and have helped enable people, digitalise and humanise the workplace during his work stints in Resorts World Sentosa, Singapore Tourism Board, Central Provident Fund Board, Civil Service College, the former Ministry of the Environment and Water Resources , Ministry of Education and the Public Service Division. He has led in the design, development and deployment of total rewards, performance management, career development, competency and capability development systems in these organisations. He had the benefit to have also supported the development of HR systems in the public sector reforms of a few foreign countries.

He serves as a Council Member at the Singapore Human Resource Institute. He is a Chartered Fellow with the Chartered Institute of Personnel & Development, UK and a Senior Certified Professional with the Society of Human Resource Management, USA.

Daisy Chan, IHRP-MP

HR Business Consultant, People & Culture Services

Daisy Chan has 27 years of experience in Human Resource Management and People Development. She brings with her vast work experience that spanned across seven countries (Singapore, Australia, China, UK, Ireland, Vietnam and Malaysia).

Daisy is currently a freelancer for People & Culture Services, where she provides HR advisory and consultancy services. She dedicated more than two decades to progress the HR scene in the transportation industry in Singapore. In her last corporate role, she was the Group Chief Human Resource Officer at ComfortDelgro Corporation Ltd. She drove various initiatives in the areas of organisational development, cost savings, productivity and efficiency, and even served as in-house trainer for HR topics like Industrial Relations, Performance Management, Grievance Management, etc.

Daisy also served on several committees and panels, such as Public Transport Tripartite Committee, Security Cluster Tripartite Committee, LTA Steering Committee for Land Transport Industry Transformation Map, SNEF Industrial Relations Panel and Industrial Arbitration Court–Member of Employer Panel. She also volunteers her time as a Tripartite Mediation Advisor at Tripartite Alliance for Dispute Management and does pro bono Mentoring and Training in her capacity as an IHRP Master Professional.

Chia Puay Kheng, IHRP-MP

Corporate Development Director
Ministry of Communications and Information (MCI
)

Puay Kheng is the Corporate Development Director of the Ministry of Communications and Information (MCI) and oversees both Workplace Development and Human Resource. 

After graduating from NUS with a Engineering Degree, she started her career in Texas Instruments Singapore (TI) as a Product Engineer, before taking on the role of Engineering Section Manager. Puay Kheng then took up the role of Compensation & Benefits Manager, where she oversaw the transition of employees from TI to Micron Semiconductor Asia (MSA). In 2007, Puay Kheng joined the IMFlash Singapore as its HR director. As a new start-up and a member of the site leadership team, she led the development of the HR policies, framework and processes for IMFlash Singapore.

Puay Kheng has more than 25 years of HR experience in the private sector. Over this period, she has led the implementation of global HRIS using SAP and People-soft. She is an IHRP-MP and currently serves on the IHRP Assessment & Insights Committee.

Carmen Wee, IHRP-MP

Board Member, HTX (Home Team Science & Technology Agency)

Carmen Wee is a Global HR Leader with over 25 years of international business experience, driving large scale business transformation & change management within fast-growing companies with multiple, complex mergers and acquisitions. She has proven ability in the creation of new HR transformation roadmaps, operating models and redefining skills and competencies for corporate agility. She has successfully executed multiple progressive HR practices and aligned HR strategies to the business objectives.

She is actively driving Digital HR Transformation at the national level with IHRP (Institute of HR Professionals), and is contributing to the National HR certification movement & shaping the industry, leading to the conferment of Pioneer Master level certification by the Singapore Government. She is also a Board Member of HTX (under Ministry of Home Affairs), Republic Polytechnic’s School of Management and the IHRP Digital and Tech Committee.

She currently chairs the IHRP Covid-19 Taskforce to enable the HR & Business communities to formulate effective strategies, in response to the crisis.

Cara Ang, IHRP-MP

Group Chief Human Resources Officer
AIA Group Limited, Hong Kong

Cara Ang is currently the Group Chief Human Resources Officer at AIA Group Limited and is responsible for the development of overall human capital strategies and their implementation across the Group.

Prior to joining AIA, Cara was MD and Head of Human Resources of Standard Chartered Bank where she spent more than 10 years and has held a variety of senior regional and global leadership roles based in Singapore and Thailand. Prior to her stint in Standard Chartered Bank, she was the Senior Vice President and Head of Human Resources Asia for Marsh Asia where she played a key role in shaping and driving the people agenda for the business in Asia.

Cara is a seasoned human resources practitioner with a record of success in leading teams to establish and deliver HR interventions that build business performance. A passionate people developer, she enjoys coaching others and is also known as a change champion who will initiate change at the individual and institutional levels.

With over 29 years of regional and international experience gained through the diversity of roles positions she has held, Cara has acquired a diverse background that includes startup, mergers and acquisitions, business integration, and change management experience.

She has worked across multiple HR disciplines across a spectrum of industries. During her time in Standard Chartered Bank, Marsh Asia, and Intel Asia she had a track record that included a broad coverage in areas of compensation and benefits, recruitment, talent and performance management, learning and development, employee relations, organisation design and generalist functions supporting multiple lines of businesses.

Cara is a Singaporean and is married with a son and two daughters. She enjoys reading, music and cooking.

Annella Heytens, IHRP-MP, CCP, GRP

Head of Human Resources, Asia Pacific, Japan and Greater China
Amazon Web Services (AWS)

Annella Heytens is the Head of Human Resources, Asia Pacific, Japan and Greater China (APJC) of Amazon Web Services (AWS). She has over 20 years’ experience in human resources and business management experience with increasing levels of responsibility in human capital management, business management, financial analysis, and compensation and benefits. She provides overall vision, strategic and operational human resource leadership to the company.
 
Prior to AWS, Annella was the Global Chief People Officer of Coca-Cola’s Bottling Investments Group. She joined Coca-Cola from Cisco Systems where she was the Vice President of Human Resources for Asia Pacific, Japan and Greater China (APJC). In both roles, she provided HR leadership to the business, align the people strategy and drive the implementation of solutions to enable business performance. She spearheaded multiple business and HR transformations that supported the business growth objectives.
 
Prior to joining Cisco, Annella worked for Willis Towers Watson as the Global Head of Research & Innovation Development located within Global Research and Innovation Services. Before undertaking this role, Heytens roles in Watson Wyatt included: International Practice Leader based in San Francisco, California; Asia Pacific Director of Data Services based in Jakarta, Indonesia; Managing Consultant, Shared Services Center based in Manila, Philippines; and Managing Consultant in Beijing, PRC. Prior to working for Watson Wyatt, Annella worked in the areas of finance and IT in the Greater Washington DC Area in the United States. She also had a prior career in Nutrition and Dietetics. She holds Master’s Degrees from Tufts University in Medford, Massachusetts and Cornell University in Ithaca, New York.

Aileen Tan, IHRP-MP

Group Chief Human Resources Officer
Singtel

Aileen Tan, Group Chief HR Officer, is responsible for Singtel Group's human resources development and leads its corporate sustainability function.
 
Aileen joined Singtel in June 2008 as Group Director, HR. Prior to that, she was Group General Manager, HR at WBL Corporation Limited and VP, Centres of Excellence with Abacus International Pte Ltd.
 
She co-chairs the Ministry of Manpower’s (MOM) HR Industry Transformation Advisory Panel and is a member of Ministry of Education's Institute for Adult Learning Council, Ministry of Finance's VITAL's Advisory Panel and MOM's Workplace Safety & Health Council. She is also a member of the Institute for Human Resource Professionals (IHRP) Board, Singapore University of Social Sciences Board of Trustees, Home Nursing Foundation Board and Health Science Authority Board.
 
Aileen graduated with a Bachelor of Arts from the National University of Singapore. She holds a Master of Science in Organisational Behaviour from the California School of Professional Psychology, Alliant International University, US. She is a pioneer IHRP Master Professional, conferred by the IHRP in recognition of her being a role model for the HR profession. She received the Public Service Medal in 2018 for significant contributions to Singapore's human resources sectors.