Regional HR Manager | Business Partner | HealthCare | Up to$8.5k | Downtown - 4769

Regional HR Manager | Business Partner |

HealthCare | Up to $8.5k |

Downtown

Salary : $7500 -

$8500

Working Days : Mon - Fri (9am -

6pm)

Working Location : Downtown

Key

Responsibilities

Strategic

Business Partnership & Human Capital

Alignment

Serve as a

trusted advisor to the top executive leadership team on all

people-related matters, ensuring HR strategies are fully integrated

with business objectives.

Participate actively

in business planning and provide data-driven insights on workforce

implications for growth, transformation, and market

changes.

Align actionable HR initiatives and

business KPIs, ensuring people initiatives drive organisational

outcomes such as revenue, innovation, and customer satisfaction

that enable business

success.

Organisational

Development & Capability

Building

Lead

organisation-wide diagnostics to assess structure, processes,

culture, and capabilities.

Design and drive

interventions to enhance organisational effectiveness, leadership

capability, and high-performance teams.

Oversee the implementation of talent development,

succession planning, and continuous learning

programs.

Change

Management Leadership

Act as executive sponsor for transformation,

digitalisation, and change initiatives across the

company.

Develop and execute structured change

management plans including stakeholder engagement, communication,

and training.

Build change leadership

capabilities throughout the management team to foster adaptability

and resilience.

Lead change management efforts

by ensuring stakeholder buy-in, addressing concerns, and

championing a shared vision for organisational

transformation.

Talent

Management & Workforce

Planning

Oversee

workforce planning to ensure the right people with the right skills

are in the right roles, now and in the future.

Direct robust talent acquisition, onboarding, and

internal mobility programs to support business growth and

succession.

Champion diversity, equity, and

inclusion (DEI) initiatives as core to talent and organisational

success.

Employee

Experience, Culture &

Engagement

Foster an

engaging, inclusive, and high-integrity workplace culture that

supports innovation and continuous improvement.

Lead strategies to enhance employee engagement,

satisfaction, and well-being through effective communication,

recognition, and wellness programs.

Oversee

resolution of complex employee relations issues, promoting fairness

and organisational

values.

Total

Rewards

Design,

benchmark, and manage competitive compensation, benefits, and total

rewards frameworks to attract and retain top talent.

Lead regular market analysis and internal equity reviews

to ensure pay and benefits remain competitive and fair.

Oversee the development and implementation of innovative

rewards programs, including incentive plans, recognition

initiatives, and non-monetary benefits.

Ensure

total rewards offerings are aligned with organisational strategy,

compliant with legal requirements, and supportive of employee

well-being and engagement.

Structure

compensation and benefits strategies clearly and transparently

across the

organisation.

Performance

Management

Oversee the

design, implementation, and continuous improvement of the

performance management framework, ensuring it drives a culture of

accountability and high performance.

Ensure

the alignment of individual, team, and organisational goals through

effective use of objectives, key results (OKRs), KRAs and

KPIs.

Champion continuous feedback, coaching,

and development conversations between managers and

employees.

Lead the periodical performance

review process, including calibration sessions, talent reviews, and

succession planning.

Provide data-driven

insights to leadership on performance trends, areas for

improvement, and top talent

identification

Compliance,

Risk, and HR Governance

Ensure HR practices comply with all relevant labour laws,

regulatory requirements, and ethical standards.

Lead audits, risk assessments, and timely policy updates

to safeguard the organisation.

Maintain the

highest standards of confidentiality, professionalism, and

integrity in all HR

practices.

HR

Technology & Analytics

Drive digital transformation of HR through effective

deployment of HRIS and analytics tools.

Leverage data to inform people strategy, workforce

planning, and executive decision-making.

Promote the adoption of innovative HR solutions for

improved efficiency and employee

experience.

Stakeholder

Engagement & Alignment

Build and nurture strategic partnerships with key

internal stakeholders (Top executive team, business unit leaders)

to ensure HR strategies support and accelerate business

objectives.

Facilitate regular communication

and collaboration between HR and other departments to co-create and

implement people initiatives.

Engage with

external stakeholders-including industry bodies, regulatory

agencies, benefits providers, educational institutions, and the

broader business community-to benchmark practices and represent the

organisation.

Act as the voice of employees at

the leadership table, gathering feedback through surveys, forums,

and direct interactions, and translating insights into actionable

HR strategies.

Align HR programs and

communications to ensure consistency, clarity, and transparency

across all levels of the

organisation.

The Supreme

HR Advisory Pte Ltd | 14C7279

Ong Boon Kiet

(Travys) | R22104769

Senior Recruitment

Consultant