Head of Human Resources

Role Overview

This position is a senior HR leadership opportunity within a healthcare organization in Singapore. The role is responsible for shaping and executing people strategies that reinforce the organisation’s mission, strategic priorities, and long-term resilience.

The Head of Human Resources will lead the full HR agenda, covering talent acquisition, employee engagement, organisational development, workforce planning, learning and development, compensation and benefits, HR operations, and HR governance. As a senior leadership partner, this person will work closely with executive leaders and stakeholders to build a compassionate, high-performing, values-led culture that supports strong patient care and service delivery.

The role also includes driving HR transformation, improving organisational capability, elevating the employee experience, and ensuring that HR systems, policies, and processes remain effective, compliant, and aligned with the changing healthcare environment.

Strategic HR Leadership

• Collaborate with the CEO, COO, and department leaders to ensure HR plans support the hospital’s mission, strategic objectives, and operational requirements.
• Act as a dependable advisor to senior leadership on workforce planning, organisational effectiveness, culture, and people-related decisions.
• Lead long-term workforce planning efforts to prepare for growth, service expansion, and future capability needs.
• Guide HR transformation work, including digital HR initiatives and process enhancement projects.

Talent Acquisition and Workforce Planning

• Manage manpower planning, hiring, onboarding, and retention approaches to attract and keep strong talent.
• Build the employer brand and employee value proposition in a competitive healthcare market.
• Work with leaders to identify workforce shortages, succession requirements, and key talent pipelines.

Learning and Organisational Development

• Direct organisational development and capability-building efforts that strengthen leadership and employee skills.
• Oversee learning frameworks, leadership development, and career growth pathways.
• Encourage a workplace culture focused on learning, teamwork, innovation, and service quality.

Employee Engagement and Culture

• Create and sustain a positive, inclusive, people-first environment that reflects the organisation’s mission and values.
• Lead engagement initiatives and partner with managers to improve morale, communication, and workplace culture.
• Support programmes that promote employee wellbeing and psychological safety.

Performance Management and Rewards

• Manage the organisation’s performance management framework and ensure it supports business goals and expected behaviours.
• Work with leadership to strengthen accountability, performance improvement, and employee development.
• Review compensation and benefits practices to maintain fairness, market competitiveness, and long-term sustainability.

HR Operations, Governance, and Compliance

• Oversee HR operations such as payroll oversight, policy management, employee lifecycle administration, and day-to-day HR support.
• Ensure adherence to employment legislation, healthcare regulations, MOM requirements, and internal governance standards.
• Improve HR policies, controls, and frameworks to support efficiency and risk management.
• Manage the HR department budget and ensure resources are used responsibly.
• Prepare HR reports, workforce analysis, and strategic updates for leadership and relevant committees.
• Maintain accurate governance, records, and documentation for HR processes.

HR Technology and Analytics

• Lead the adoption and optimisation of HR systems and digital tools to enhance efficiency and employee experience.
• Use HR analytics and workforce data to support decisions, planning, and organisational improvement.
• Continuously improve HR processes and reporting capability.

Qualifications and Experience

• A bachelor’s degree in Human Resources, Business Administration, or a related field is required.
• A master’s degree and/or professional HR certifications would be an added advantage.
• At least 10 years of progressive HR leadership experience is needed, ideally in healthcare, community care, or other service-driven organisations.
• Strong background in strategic HR partnering, organisational development, talent management, and HR operations is essential.
• Experience with HR transformation and HRIS implementation will be beneficial.