Regional People Development Manager

\

Regional HR Manager - Healthcare Industry / Team Leading Role

A highly experienced and skilled Regional HR Manager is required to lead the development of people strategies, drive business success through strategic people initiatives, and foster a positive work environment.

Key Responsibilities:

• \
• Serve as a trusted advisor to senior leadership on all people-related matters. \
• Participate in business planning and provide data-driven insights on workforce implications for growth, transformation, and market changes. \
• Align actionable HR initiatives and business KPIs to drive organisational outcomes such as revenue, innovation, and customer satisfaction. \
• 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. \
• Act as executive sponsor for transformation, digitalisation, and change initiatives across the organisation. \
• 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. \
• 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. \
• 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. \
• 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. \
• Oversee the design, implementation, and continuous improvement of the performance management framework. \
• 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. \
• 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. \
• 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. \
• Build and nurture strategic partnerships with key internal stakeholders 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. \\/ul>\