Deputy Director, HR Business Partner Lead

Woodlands Hospital; Singapore; On-site; SGD 100,000 - 125,000; Full time

Job summary

A healthcare institution in Singapore is seeking a Strategic HRBP Lead to shape the workforce that enhances patient care. In this role, you will influence business strategies, lead organizational change, and drive workforce planning initiatives. Successful candidates will have over 10 years of HR experience, preferably in enterprise-level environments, and possess strong data analytics and change leadership skills. Join us to make a significant impact on our healthcare community.

Qualifications

• 10+ years in HR with significant enterprise-level HR business partnering exposure.
• Strong systems thinker with organizational design literacy.
• Demonstrated change leadership and facilitation skills.

Responsibilities

• Drive organizational and business outcomes through people strategy.
• Lead multi-year workforce planning and identify critical capability gaps.
• Serve as a trusted advisor to clinical leaders.

Skills

Strategic thinking

Data analytics

Change leadership

Consulting skills

Influencing leaders

Job description

Overview

Family Group: AdministrationAbout UsWoodlands Health 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 organizational 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.

Enterprise Workforce Planning

• 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

• Drive people-related change strategies for digitalisation, operating‑model shifts, care‑model redesign.
• Assess readiness, anticipate people impacts, and ensure smooth implementation through stakeholder alignment and communication.

Data‑Driven Insight & Organisational Diagnostics

• 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.