Head of Human Resources

This role is ideal for an HR professional who enjoys ownership, variety, and making an impact, and who is comfortable building, improving, and delivering in a growing business rather than simply maintaining an established HR model.

You'll lead a small HR team while playing a hands-on role across compensation, learning, organisation design, employee relations and HR operations. With the support of Group HR, you'll have the opportunity to shape and strengthen the HR function within the business entity.

Healthcare / Ambulatory Care experience is strongly preferred.

Strategic HR Partnership

• Serve as the HR advisor to business entity leadership on people-related matters, from organization design to leadership effectiveness.
• Translate the business plan into a practical people plan covering workforce, capability, culture, and cost — and then deliver against it.
• Provide HR input to the business on new clinic openings, service line expansion, doctor partnerships, M&A integration, and operating model changes.

Talent Acquisition & Workforce Planning

• Partner with the Group Talent Acquisition leads to define business entity hiring priorities and ensure timely fulfilment of clinical, paramedical, and corporate roles.
• Own the HR Business Partner-side handover points in the recruitment lifecycle — offer management, onboarding readiness, and probation oversight — and step into direct sourcing or assessment when the role or timeline calls for it.
• Maintain a rolling 12-month business workforce plan, including doctor manpower, scope-of-practice coverage, and contingency for attrition.

Compensation, Benefits & Performance

• Run the annual salary review and bonus cycle for the business entity, building the recommendations, modelling the cost, presenting to business leadership, and seeing the cycle through to payslip.
• Conduct market benchmarking for specialist physician, allied health, and corporate roles using available salary surveys and your own networks.
• Design and review business entity incentive schemes, retention packages, and ad-hoc compensation cases, within group reward parameters.
• Own the business entity performance management cycle, from goal-setting through to calibration and outcomes.

Learning, Capability & Organization Development

• Identify capability gaps across clinical leadership, clinic management, and corporate functions, and design learning interventions that fit the budget and the business reality.
• Source, brief, and quality-control external training providers where in-house delivery is not feasible.
• Lead organization design work as the business entity scales, including job architecture, span-of-control reviews, role clarity exercises, and the writing of job descriptions.

Employee Relations & Compliance

• Personally handle employee relations casework across the business entity's entities — grievances, disciplinary matters, performance management cases, and exits — escalating to Group HR where required.
• Ensure compliance with MOM, MOH, TAFEP, and other regulatory requirements applicable to healthcare employers in Singapore.
• Maintain and update business entity HR policies, employee handbooks, and SOPs.
• Lead the business entity response to the annual Employee Satisfaction Index and engagement survey, including action planning and follow-through.
• Promote a positive, ethical, and patient-safety-oriented culture aligned with HMI's values.

HR Operations & Systems

• Ensure full business entity adoption of Workday HCM, partnering with the in-house HRIS analyst on data hygiene, supervisory organization accuracy, and reporting.
• Oversee business entity HR operations including onboarding, offboarding, leave administration, payroll inputs, and statutory submissions.
• Build and maintain the business entity HR dashboard — headcount, attrition, time-to-fill, leave liability, training hours — and present it monthly to business entity leadership team.

Qualification and Requirement

• A bachelor's degree in Human Resources, Business, Psychology, or a related discipline.
• At least 12 years of progressive HR experience, with meaningful time spent as a full-cycle generalist or HR business partner running compensation, learning, employee relations, and HR operations directly.
• Demonstrated experience supporting multi-entity or multi-site operations.
• Strong working knowledge of Singapore employment legislation, including the Employment Act, the Workplace Safety and Health Act, TAFEP guidelines, CPF, and work pass frameworks.
• Hands-on experience with a major HRIS platform.
• A track record of leading and developing small HR teams.