Senior Manager, HR (Allied Health HRBP)

What you'll do

• Guide divisions and departments on annual manpower planning and budget projection, and review hiring requests.
• Work with the Talent Acquisition team to plan targeted recruitment strategies based on manpower plans and projected attrition.
• Advise on workforce mix, redeployment, job redesign and digitalisation opportunities.
• Identify workforce risks such as capability gaps, vulnerable critical roles and attrition hotspots, and propose interventions.
• Build and maintain strong relationships with C-suite leaders, heads of department and employees.
• Support the rollout and adoption of Group HR policies across divisions and departments.
• Analyse business trends and HR metrics to spot opportunities, risks and process improvements.
• Drive a performance-driven culture and identify employees deserving of timely promotion.
• Advise departments on enlarged promotion scopes and conduct job sizing where needed.
• Coordinate promotion exercises twice a year and annual appraisal exercises with the Performance & Reward team.
• Gather information from divisional directors and clinical heads to support compensation review and payment harmonisation.
• Handle staff queries on compensation matters with support from the Performance & Reward team.
• Partner with the Talent Management Specialist on annual talent identification and succession planning.
• Arrange development postings for identified talents and potential successors.
• Advise divisional directors and heads on complex employee relations matters including exits, disciplinary cases, grievances and investigations.
• Analyse attrition trends from exit interviews and manage complaints, disputes and grievances.
• Advise on risk mitigation and legal exposure in people-related matters.
• Conduct employee engagement assessments and propose evidence-based interventions.
• Partner with heads of department on organisational restructuring and change management.
• Support leadership transitions and integration of newly formed or merged teams.
• Liaise with stakeholders on cessation of business and staff deployment within the cluster.
• Supervise, guide and support team members, including career conversations and development plans.
• Foster a positive and collaborative work environment.
• Keep HR policies relevant and compliant with regulatory requirements and healthcare changes.
• Partner with Centres of Excellence and key stakeholders on HR projects and initiatives.
• Contribute to on-the-job learning by shari