Deputy Director, HR Business Partnering & Operations

HR Advisory

• Provide strategic business partnership to senior management to address key manpower challenges and ensure that business needs are met
• Develop strategic plans to better attract, engage and retain key talents
• Provide sound advice on organisation transformation, change management and develop/ facilitate leadership and team intervention initiatives and plans as required

HR Management

• Monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; recommend, within departmental policy, appropriate service and staffing levels.
• Plan, direct, coordinate and review the work plan for human resources staff; assign work activities, projects and programs; review and evaluate work products, methods and procedures; meet with staff to identify and resolve problems.
• Confer with management staff on major human resource issues and activities; provide direction and advice as needed; ensure organization compliance with all personnel rules and regulations
• Administer risk management programs, including workers compensation, safety, and liability.
• Oversee and participate in the development and administration of the division's annual budget; participate in the forecast of funds needed for staffing, equipment, materials and supplies; monitor and approve expenditures, as well as implement adjustments.
• Prepare and/or review a variety of staff reports, forms, memos and correspondence; ensure accuracy and compliance with applicable laws and regulations; distribute documents to appropriate staff

HR Development

• Guide, coach and develop next level of HR team leads/ supervisors
• Select, train, motivate and evaluate human resources personnel; provide or coordinate staff training; work with employees to identify gaps and developmental initiatives.
• Lead and guide a team of HR professionals to deliver HR services to our employees in an efficient and effective manner, and through collaboration with Group HR functions and other key stakeholders
• Work with the Director in resolving difficult employee relations matters, to include discipline/discharge and grievance/appeal procedures

HR Operations and Employee Engagement

• Lead and provide oversight on execution of HR cyclical activities such as annual performance management, talent review and compensation cycle for HQ/Corporate Office
• Partner with hiring managers and recruiters on hiring and selection of candidates for mid-senior level positions
• Regularly review internal HR plans, policies, programmes and processes to ensure that they stay relevant, up-to-date and effective in addressing organizational and employee needs, and are in compliance with local employment legislation
• Plan and strategize internal staff communication and engagement/wellness activities
• Serve as the liaison for the Human Resources Division with other divisions, departments, and outside agencies; negotiate and resolve sensitive and controversial issues.
• Investigate informal and formal complaints of harassment, discrimination, and violations of human resources laws and policies; seek resolution of complaints
• Develop strong relationship and liaise with regulatory bodies, unions and other stakeholders on employment matters
• Attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of human resources management.
• May lead or support cluster-level and HQ-level projects as assigned
• Take action during Director's absence and use initiative and judgement to see that HR matters that require attention are handled well

Qualifications

• Degree in Human Resource Management, Business Administration, Industrial Relations, Psychology, Organisational Development or a related discipline.
• Postgraduate qualifications in Human Resources, Business Administration or related fields will be an advantage.

Experience

• At least 12 to 15 years of progressive Human Resource experience, with substantial exposure across HR business partnering, employee relations, talent management, organisational development and HR operations.
• Minimum 5 years of leadership experience managing HR teams and leading HR functions at a strategic level.
• Proven experience partnering senior leaders and stakeholders to drive workforce planning, organisational transformation and change management initiatives.
• Strong track record in handling complex employee relations matters, investigations, disciplinary processes, grievance management and workplace conflict resolution.
• Experience overseeing HR cyclical processes, including performance management, talent reviews, succession planning, compensation reviews and workforce planning.
• Demonstrated experience in governance, compliance and employment legislation.
• Experience in budget planning, resource management and operational oversight.
• Prior healthcare, public sector or large matrix organisation experience would be an advantage.
• Experience leading organisation-wide or cross-functional HR transformation projects and change initiatives.

Personal Attributes

• Strategic and commercially astute, with the ability to align HR initiatives with organisational goals and business priorities.
• Strong leadership presence with the ability to influence, challenge and partner senior stakeholders effectively.
• Highly credible and trusted advisor with sound judgement, discretion and professionalism.
• Strong people management capabilities, with a demonstrated ability to coach, mentor and develop high-performing HR teams.
• Excellent interpersonal, communication and stakeholder management skills.
• Strong analytical and problem-solving abilities, with the capacity to assess risks and make balanced decisions in complex situations.
• Resilient, adaptable and able to thrive in a fast-paced and evolving environment.
• High level of integrity, confidentiality and commitment to good governance.
• Results-oriented with strong project management and execution capabilities.
• Collaborative team player with the ability to build productive relationships across all levels of the organisation.