Senior Manager / Manager, People & Culture

allium healthcare (singapore) pte. ltd.; Singapore; Presencial; SGD 90.000 - 150.000; Jornada completa

Descripción de la vacante

allium healthcare (singapore) pte. ltd. is seeking a Senior Manager/Manager, People & Culture to lead the HR function and partner with the Deputy CEO to drive a high-performance, people-centric organisation.

You will shape strategy, oversee TA, BP, C&B, L&D and ER; drive workforce planning, governance, and HR analytics, while building leadership, culture, and engagement across the healthcare group. This role requires strong leadership, strategic thinking, and exceptional stakeholder management

Formación

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Postgraduate qualification / MBA is an advantage
• Senior Manager: Minimum 10-12+ years of HR experience with team leadership responsibilities
• Manager: Minimum 6–8 years of HR generalist experience
• Experience managing full HR spectrum (TA, BP, C&B, L&D, ER)
• Experience in healthcare / service sectors is an advantage
• Strong leadership and team management capability
• Ability to operate both strategically and hands-on
• Excellent stakeholder management, especially with senior leadership
• Strong analytical, problem-solving, and decision-making skills
• Good knowledge of employment laws and HR best practices
• Proficient in Microsoft Office
• Experience with HRIS and HR analytics tools

Responsabilidades

• Lead and manage the People & Culture team, ensuring high-quality delivery across all HR functions
• Set team priorities, monitor performance, and develop team capabilities
• Ensure strong governance, consistency, and continuous improvement of HR processes
• Serve as a trusted advisor to the Deputy CEO and leadership team on people-related matters
• Translate business strategy into actionable people strategies and work force plans
• Drive organisational design, change management, and culture-building initiatives
• Oversee end-to-end recruitment strategy and execution
• Ensure workforce planning aligns with business growth and operational needs
• Strengthen employer branding and talent pipeline development
• Lead performance management frameworks and cycles
• Drive talent development, succession planning, and leadership pipeline building
• Promote a strong performance and accountability culture
• Oversee employee lifecycle processes including onboarding, engagement, and retention
• Manage complex employee relations issues and provide guidance to managers
• Foster a positive, inclusive, and collaborative work environment
• Oversee compensation and benefits structures to ensure competitiveness and alignment
• Ensure HR operations, reporting, and systems are efficient and compliant
• Leverage HR data and analytics to support decision-making
• Ensure full compliance with labour laws and regulatory requirements
• Develop, review, and implement HR policies and frameworks
• Maintain strong HR governance and risk management practices
• Lead HR transformation and process improvement initiatives
• Drive digitalisation and HR system enhancements
• Support strategic and cross-functional projects as required
• Effective execution of workforce plans and hiring outcomes
• Strong employee engagement and retention
• High-performing teams and leadership pipeline development
• Compliance and robust HR governance
• Positive feedback from senior stakeholders and business units

Conocimientos

Team leadership

Strategic partner

Stakeholder management

Analytical skills

HR analytics

Educación

Bachelor's degree in HR or related

MBA / postgraduate qualification

Herramientas

HRIS

HR analytics tools

Descripción del empleo

The Senior Manager / Manager, People & Culture leads and oversees the full spectrum of HR functions while acting as a strategic partner to the Deputy CEO and leadership team to build a high-performance, people-centric organisation.

Scope and Responsibilities

A. Team Leadership & Oversight

-Lead and manage the People & Culture team, ensuring high-quality delivery across all HR functions

-Set team priorities, monitor performance, and develop team capabilities

-Ensure strong governance, consistency, and continuous improvement of HR processes

B. Strategic Business Partnering

-Serve as a trusted advisor to the Deputy CEO and leadership team on people-related matters

-Translate business strategy into actionable people strategies and work force plans

-Drive organisational design, change management, and culture-building initiatives

C. Talent Acquisition & Workforce Planning

-Oversee end-to-end recruitment strategy and execution

-Ensure workforce planning aligns with business growth and operational needs

-Strengthen employer branding and talent pipeline development

D. Performance Management & Talent Development

-Lead performance management frameworks and cycles

-Drive talent development, succession planning, and leadership pipeline building

-Promote a strong performance and accountability culture

E. Employee Experience & Relations

-Oversee employee lifecycle processes including onboarding, engagement, and retention

-Manage complex employee relations issues and provide guidance to managers

-Foster a positive, inclusive, and collaborative work environment

F. Compensation, Benefits & HR Operations

-Oversee compensation and benefits structures to ensure competitiveness and alignment

-Ensure HR operations, reporting, and systems are efficient and compliant

-Leverage HR data and analytics to support decision-making

G. Compliance, Policies & Governance

-Ensure full compliance with labour laws and regulatory requirements

-Develop, review, and implement HR policies and frameworks

-Maintain strong HR governance and risk management practices

H. Projects & Continuous Improvement

-Lead HR transformation and process improvement initiatives

-Drive digitalisation and HR system enhancements

-Support strategic and cross-functional projects as required

Job Requirements

Qualification

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

-Postgraduate qualification / MBA is an advantage

Experience

-Senior Manager: Minimum 10-12+ years of HR experience with team leadership responsibilities

-Manager: Minimum 6–8 years of HR generalist experience

-Experience managing full HR spectrum (TA, BP, C&B, L&D, ER)

-Experience in healthcare / service sectors is an advantage

Skills & Competencies

-Strong leadership and team management capability

-Ability to operate both strategically and hands-on

-Excellent stakeholder management, especially with senior leadership

-Strong analytical, problem-solving, and decision-making skills

-Good knowledge of employment laws and HR best practices

Technical Skills

-Proficient in Microsoft Office

-Experience with HRIS and HR analytics tools

Key Success Indicators

-Effective execution of workforce plans and hiring outcomes

-Strong employee engagement and retention

-High-performing teams and leadership pipeline development

-Compliance and robust HR governance

-Positive feedback from senior stakeholders and business units