Regional HR Manager | Must Be Lead HR of APAC | Business Partner | HealthCare | Up to $8.5k | D[...]

THE SUPREME HR ADVISORY PTE. LTD.; Singapore; On-site; SGD 60,000 - 80,000; Full time

Job summary

A healthcare organization in Singapore is seeking a Regional HR Manager to act as a strategic partner to the leadership team. The role involves overseeing talent management, change initiatives, and employee engagement strategies. Ideal candidates should have over 5 years of HR experience in similar roles, with a strong background in strategic HR practices. The position offers a competitive salary range of $7,500 to $8,500.

Qualifications

• 5+ years of HR experience, with a focus on strategic HR business partnering.
• Proven track record in managing change and leading transformation initiatives.
• Strong understanding of talent management practices and employee engagement strategies.

Responsibilities

• Serve as a trusted advisor to the leadership team on HR matters.
• Lead change management efforts across the organization.
• Oversee workforce planning and talent acquisition strategies.
• Design and manage employee experience initiatives.

Skills

Strategic thinking

Change management

Talent management

Employee engagement

Analytical skills

Communication

Leadership

Education

Bachelor’s degree in Human Resources, Business Administration, or related field

Relevant HR certifications (e.g., SHRM, CIPD)

Job description

Regional HR Manager | Business Partner | HealthCare | Up to $8.5k | Downtown

Salary: $7500 - $8500

Working Days: Mon – Fri (9am – 6pm)

Working Location: Downtown

Key Responsibilities

Strategic Business Partnership & Human Capital Alignment

• Serve as a trusted advisor to the top executive leadership team on all people-related matters, ensuring HR strategies are fully integrated with business objectives.
• Participate actively in business planning and provide data-driven insights on workforce implications for growth, transformation, and market changes.
• Align actionable HR initiatives and business KPIs, ensuring people initiatives drive organisational outcomes such as revenue, innovation, and customer satisfaction that enable business success.

Organisational Development & Capability Building

• Lead organisation-wide diagnostics to assess structure, processes, culture, and capabilities.
• Design and drive interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
• Oversee the implementation of talent development, succession planning, and continuous learning programs.

Change Management Leadership

• Act as executive sponsor for transformation, digitalisation, and change initiatives across the company.
• Develop and execute structured change management plans including stakeholder engagement, communication, and training.
• Build change leadership capabilities throughout the management team to foster adaptability and resilience.
• Lead change management efforts by ensuring stakeholder buy-in, addressing concerns, and championing a shared vision for organisational transformation.

Talent Management & Workforce Planning

• Oversee workforce planning to ensure the right people with the right skills are in the right roles, now and in the future.
• Direct robust talent acquisition, onboarding, and internal mobility programs to support business growth and succession.
• Champion diversity, equity, and inclusion (DEI) initiatives as core to talent and organisational success.

Employee Experience, Culture & Engagement

• Foster an engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement.
• Lead strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
• Oversee resolution of complex employee relations issues, promoting fairness and organisational values.

Total Rewards

• Design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent.
• Lead regular market analysis and internal equity reviews to ensure pay and benefits remain competitive and fair.
• Oversee the development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
• Ensure total rewards offerings are aligned with organisational strategy, compliant with legal requirements, and supportive of employee well-being and engagement.
• Structure compensation and benefits strategies clearly and transparently across the organisation.

Performance Management

• Oversee the design, implementation, and continuous improvement of the performance management framework, ensuring it drives a culture of accountability and high performance.
• Ensure the alignment of individual, team, and organisational goals through effective use of objectives, key results (OKRs), KRAs and KPIs.
• Champion continuous feedback, coaching, and development conversations between managers and employees.
• Lead the periodical performance review process, including calibration sessions, talent reviews, and succession planning.
• Provide data-driven insights to leadership on performance trends, areas for improvement, and top talent identification

Compliance, Risk, and HR Governance

• Ensure HR practices comply with all relevant labour laws, regulatory requirements, and ethical standards.
• Lead audits, risk assessments, and timely policy updates to safeguard the organisation.
• Maintain the highest standards of confidentiality, professionalism, and integrity in all HR practices.

HR Technology & Analytics

• Drive digital transformation of HR through effective deployment of HRIS and analytics tools.
• Leverage data to inform people strategy, workforce planning, and executive decision-making.
• Promote the adoption of innovative HR solutions for improved efficiency and employee experience.

Stakeholder Engagement & Alignment

• Build and nurture strategic partnerships with key internal stakeholders (Top executive team, business unit leaders) to ensure HR strategies support and accelerate business objectives.
• Facilitate regular communication and collaboration between HR and other departments to co-create and implement people initiatives.
• Engage with external stakeholders—including industry bodies, regulatory agencies, benefits providers, educational institutions, and the broader business community—to benchmark practices and represent the organisation.
• Act as the voice of employees at the leadership table, gathering feedback through surveys, forums, and direct interactions, and translating insights into actionable HR strategies.
• Align HR programs and communications to ensure consistency, clarity, and transparency across all levels of the organisation.