Head of Human Resources

Our client is a Healthcare Organization.

The Head of Human Resources is a strategic leadership role responsible for developing and driving people strategies that support the organization's mission, priorities, and long-term sustainability. The role provides leadership across all HR functions including talent acquisition, employee engagement, organisational development, workforce planning, learning and development, compensation and benefits, HR operations, and HR governance.

As a key member of the leadership team, the Head of Human Resources partners closely with senior leaders and stakeholders to foster a compassionate, high-performing, and values-driven culture that supports excellence in patient care and service delivery.

The incumbent will lead HR transformation initiatives, strengthen organisational capability, enhance employee experience, and ensure that HR systems, policies, and processes remain effective, compliant, and aligned with the evolving healthcare landscape.

Strategic HR Leadership

1. Partner with the CEO, COO and department heads to align HR strategies with the hospital's mission, strategic priorities, and operational needs.
2. Serve as a trusted advisor to leadership on workforce matters, organisational effectiveness, culture, and people-related decisions.
3. Drive strategic workforce planning initiatives to support organisational growth, service expansion, and future workforce capabilities.
4. Lead HR transformation initiatives, including HR digitalisation and process improvement projects.

Talent Acquisition & Workforce Planning

1. Oversee manpower planning, recruitment, onboarding, and retention strategies to ensure the organisation attracts and retains quality talent.
2. Strengthen employer branding and employee value proposition in a competitive healthcare landscape.
3. Work closely with leaders to identify workforce gaps, succession needs, and critical talent pipelines.

Learning & Organisational Development

1. Lead organisational development and capability-building initiatives to strengthen leadership and staff competencies.
2. Oversee learning and development frameworks, leadership development, and career progression pathways.
3. Support a culture of continuous learning, collaboration, innovation, and service excellence.

Employee Engagement & Culture

1. Foster a positive, inclusive, and people-centred work environment aligned with the values and mission.
2. Lead employee engagement initiatives and partner with leaders to strengthen staff morale, communication, and organisational culture.
3. Support initiatives that promote staff wellbeing and psychological safety.

Performance Management & Rewards

1. Oversee the organisation's performance management framework and ensure alignment with organisational goals and desired behaviours.
2. Partner with leadership to drive accountability, performance improvement, and staff development.
3. Review and enhance compensation and benefits practices to ensure internal equity, market competitiveness, and sustainability.

HR Operations, Governance & Compliance

1. Oversee HR operations including payroll oversight, HR policies, employee lifecycle processes, and HR administration.
2. Ensure compliance with employment laws, healthcare regulations, MOM guidelines, and organisational governance standards.
3. Review and strengthen HR policies, frameworks, and controls to support operational effectiveness and risk management.
4. Manage the HR department budget and ensure prudent utilisation of resources.
5. Prepare HR reports, workforce insights, and strategic updates for senior leadership and relevant committees.
6. Ensure proper governance and documentation across HR practices and processes.

HR Technology & Analytics

1. Lead the implementation and optimisation of HR systems and digital solutions to improve operational efficiency and employee experience.
2. Leverage HR analytics and workforce data to support decision-making, workforce planning, and organisational improvement.
3. Drive continuous improvement in HR processes and reporting capabilities.

Qualifications & Experience

1. Bachelor's degree in Human Resources, Business Administration, or related discipline.
2. Master's degree and/or HR professional certifications will be an advantage.
3. At least 10 years of progressive HR leadership experience, preferably within healthcare, community care, or service-oriented organisations.
4. Strong experience in strategic HR partnering, organisational development, talent management, and HR operations.
5. Experience leading HR transformation and HRIS implementation projects will be advantageous.