Deputy Director, HR Business Partner Lead

Woodlands Hospital; Singapore; On-site; SGD 120,000 - 150,000; Full time

Job summary

A leading healthcare organization in Singapore is seeking a Deputy Director, HR Business Partner Lead. This pivotal role involves shaping workforce strategies that enhance patient care and organizational effectiveness. Candidates should have over 10 years of HR experience, particularly in enterprise-level business partnering, with strong skills in change leadership and data analytics. This position offers the chance to influence systemic decisions and drive impactful HR initiatives within a dynamic healthcare environment.

Qualifications

• 10+ years in HR with enterprise-level HR business partnering experience.
• Strong systems thinker with organisational design literacy.
• Advanced data and analytics fluency including AI literacy.

Responsibilities

• Drive organisational and business outcomes through people strategy.
• Serve as a trusted advisor to clinical leaders.
• Assess readiness for change and ensure stakeholder alignment.

Skills

HR business partnering

Change leadership

Data analytics fluency

Organisational design

Job description

Deputy Director, HR Business Partner Lead

Family Group: Administration

About Us

Woodlands Hospital is a next-generation healthcare system in Singapore, designed from the ground-up to meet the future of care. As a new integrated acute and community hospital with specialist outpatient clinics and innovative care models, we go beyond traditional hospital walls to deliver person‑centred, connected, and seamless care. Our mission is to redefine healthcare for a rapidly aging and diverse population, through digital innovation, preventive health, and strong partnerships with the community. With a deep commitment to team‑based care, sustainability and health equity, Woodlands Health is not just about treating illness – we are building a healthier future for all.

Why This Role Matters

Healthcare is evolving rapidly – and this role puts you at the centre of that transformation. As the Strategic HRBP Lead, you won’t just support the business; you’ll shape the workforce that shapes patient care. You will translate strategic priorities into people strategies that build future‑ready capabilities, enable AI‑enabled ways of working, and strengthen leader effectiveness. This is your chance to influence system‑wide decisions, redesign work for the future, and elevate organisational performance across a complex clinical environment. If you want to drive real impact — on our people, our leaders, and the communities we serve — this is where it happens.

What You Will Drive

Strategic Workforce & Organisation Agenda

• Drive organisational and business outcomes through people strategy
• Translate business priorities, service redesign needs, and emerging workforce risks into actionable strategic people imperatives.
• Lead multi‑year workforce planning grounded in skills, roles, and future care‑delivery demands.
• Identify critical capability gaps, anticipate workforce shifts, and prioritise actions that strengthen long‑term workforce resilience.

Leadership Partnering & Decision Support

• Serve as a trusted advisor to clinical leaders.
• Provide insights, challenge assumptions, frame trade‑offs, and guide decisions on talent, structure, succession and organisational effectiveness.

Change Leadership for Transformation

• Assess readiness, anticipate people impacts, and ensure smooth implementation through stakeholder alignment and communication.
• Use workforce and organisational data to identify root causes, shape strategic direction, and measure impact.
• Translate insights into compelling narratives that influence leadership thinking and decision‑making.

Leader Capability & Organisational Effectiveness

• Strengthen leader effectiveness by coaching on performance culture, accountability, and team health.
• Support organisational design initiatives that drive clarity, agility, and collaboration.

Strategic Orchestration Across HR Domains

• Partner with COEs (Talent, Rewards, Employee/Industrial Relations, HR Technology and Analytics, Organisational Wellness and Engagement) to deliver integrated solutions.
• Define the business problems and desired outcomes; ensure cohesive delivery across HR domains.

What You Bring

• 10+ years in HR with significant enterprise‑level HR business partnering exposure, proven ability to influence leaders.
• Strong systems thinker with organisational design literacy; able to distil complexity and set direction amidst ambiguity.
• Advanced data and analytics fluency (query, interpret, and tell the story), including AI literacy to shape practical use cases and adoption guardrails.
• Robust consulting toolkit: hypothesis‑led diagnosis, options and trade‑offs, benefit cases, and measurable follow‑through.
• Demonstrated change leadership and facilitation skills; calm under fast‑paced or high‑stakes operational contexts.
• Healthcare experience welcome but not required; motivated by mission and impact.