Asst Manager (IMH)

NHG Health; Singapore; On-site; SGD 70,000 - 110,000; Full time

Job summary

NHG Health in Singapore seeks an Assistant Manager to lead talent management and succession planning initiatives, aligning with NHG Health Group priorities. You will help build leadership capability, coordinate development programmes and ensure data-driven governance with stakeholders.

The role requires analytical, proactive professionals who can manage multiple workstreams, deliver improvements, and collaborate with HR partners and department heads to translate talent priorities into outcomes.

Qualifications

• Degree in HRM/Business Administration/Psychology or related field.
• Experience in talent management, succession planning or leadership development.
• Strong stakeholder engagement and communication skills.
• Proficient in data analysis and governance reporting.

Responsibilities

• Support talent management and succession planning frameworks and initiatives.
• Coordinate identification and review of high-potential employees and succession candidates.
• Analyse talent data to identify risks and development needs and advise actions.
• Facilitate development programmes and IDPs in collaboration with HR partners.
• Prepare governance reports and manage programme documentation.
• Coordinate onboarding, communication and HR newsletters as needed.

Skills

Stakeholder management

Analytical skills

Project management

Communication

MS Excel

PowerPoint

Education

Degree in Human Resource Management

Business Administration

Psychology

Tools

Microsoft Office Suite

Job description

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Job Description:

The Assistant Manager supports the planning, implementation and continuous improvement of talent management, succession planning and management development initiatives in alignment with NHGHealth Group directions and institutional priorities. The role strengthens the institution’s leadership pipeline and organisational capabilities through effective programme delivery, data analysis, stakeholder engagement and governance support. The incumbent should be analytical, proactive and resourceful, with the ability to manage assigned workstreams independently, interpret information, identify gaps, exercise sound judgement and recommend practical solutions. The role works closely with HR Business Partners, Heads of Departments, senior management and other stakeholders to translate talent priorities into effective programmes and outcomes.

Key Responsibilities

A. Talent Management & Succession Planning

• Support the implementation and continuous improvement of talent management and succession planning frameworks, processes and initiatives.


• Coordinate talent identification and review exercises, including the tracking of high-potential employees and succession candidates.


• Facilitate potential assessments and Individual Development Plans (IDPs), ensuring complete and consistent information, identifying gaps and recommending follow-up actions.


• Analyse talent pipeline, succession coverage and readiness data to identify risks, development needs and areas requiring management attention.


• Monitor talent development interventions and follow through on agreed actions to strengthen talent and succession readiness.


• Partner with HR Business Partners and Heads of Departments to facilitate talent discussions, resolve implementation issues and support action planning.


• Support talent engagement and retention initiatives by analysing feedback, identifying concerns and recommending appropriate interventions.

B. Management Development Office (MDO)

• Support the planning, implementation and review of management development programmes, including Management Associate (MA), Management Executive (ME) and Management Fellow (MF) programmes.


• Coordinate programme milestones and activities, including onboarding, learning interventions, leadership engagements and progress reviews.


• Analyse participants’ development progress, assessment outcomes and feedback to identify gaps and recommend interventions.


• Facilitate developmental opportunities such as job rotations, stretch assignments, coaching and cross-functional exposure in collaboration with supervisors and stakeholders.


• Track participation, development milestones, career trajectories and outcomes to support programme evaluation and management decisions.


• Review participant experiences and programme effectiveness, recommending improvements to relevance, delivery and implementation.


• Support the development and refinement of programme guidelines, assessment processes and implementation tools.

C. Governance, Secretariat, Talent Analytics & Management Reporting

• Provide secretariat support for talent management and management development governance platforms, including meeting coordination, agenda preparation, submission collation, record-keeping and action tracking.


• Consolidate and analyse talent and programme data to identify trends, gaps, risks and implications for management consideration.


• Prepare concise management reports, presentations and decision papers that highlight findings, recommendations and next steps.


• Document deliberations, decisions and action items accurately, and monitor implementation to ensure timely follow-through.


• Coordinate institutional reporting and governance requirements in alignment with NHG Group directions and institutional priorities.


• Maintain accurate, confidential talent records and improve reporting and tracking processes through effective use of data and digital tools.

D. Employee Onboarding, Orientation & HR Communications

• Coordinate administrative and logistical support for new-hire onboarding and orientation programmes, including scheduling, communications and preparation of materials.


• Liaise with HR teams and stakeholders to ensure smooth programme delivery.


• Coordinate the quarterly HR newsletter by collating contributor content, formatting materials, managing reviews and ensuring timely publication.


• Maintain relevant records and follow up on outstanding matters to ensure timely completion.

Requirements

• Degree in Human Resource Management, Business Administration, Psychology, Organisational Development or a related discipline.


• Preferably 4 to 6 years of relevant experience in talent management, succession planning, leadership development, organisational development or related HR functions.


• Experience supporting talent review, succession planning, talent identification, leadership development programmes or organisational talent initiatives.


• Strong stakeholder management and communication skills, with the ability to engage senior leaders and work effectively across different levels of the organisation.


• Strong project management skills with the ability to manage multiple talent and development initiatives concurrently.


• Strong analytical skills with the ability to interpret talent data, identify workforce trends and translate insights into actionable recommendations.


• Proficient in Microsoft Office applications, particularly Excel and PowerPoint, with experience preparing management reports and presentations.


• Self-motivated and able to work independently in a fast-paced environment while managing competing priorities.


• Prior experience in healthcare, public sector or large complex organisations would be an advantage.

About IMH:

The Institute of Mental Health (IMH) in Singapore, established in 1928, is a premier 2,000-bed psychiatric hospital nestled in Buangkok Green Medical Park, providing comprehensive mental health services across 50 inpatient wards and 7 outpatient clinics, while also playing a pivotal role in training the next generation of mental health professionals through the NHG-AHPL Residency Programme and collaborations with local academic institutions.