Manager, HR&admin

Work Location: Pasir Ris
**Core Job Responsibilities:
He/She is responsible for formulating, optimising and implementing HR strategies, policies, frameworks and driving culture and value transformation so as to foster a motivated, cost-effective and high-performing workforce.
- Formulate and drive a robust and rigorous human resource transformation strategy for AHL that support business strategies, capability requirements and implementation plans
- Serve as a partner to the various stakeholders in AHL workforce transformation
- Lead organizational development strategies including change management and build a culture of professionalism, excellence and quality of care that is embedded and alive in every staff in the Lodge
- Ensure an attractive compensation & benefits structure, performance management systems are in place to attract and retain staff in a sustainable manner
- Lead, plan and manage manpower resourcing and retention, including branding of Lodge as the employer of choice, recruitment, on-boarding, deployment and internship strategies and administration to ensure that current and future human resources requirements are met Provide administrative and corporate support to the Lodge
**1. **Strategy and Partnership**
- As part of AHL Strategic Planning, build human capital and provide lean, innovative and sustainable best-in-class HR Strategies and HR Action Plan that are aligned with AHL's vision, mission and operational objectives
- Lead and partner with stakeholders to plan, facilitate and implement key policies and processes delivering impact against priorities and organisational goals and targets; and seeking solutions to meeting evolving needs of Lodge and changes in environment and Government policies in a sustainable manner in both costs and consistency and quality of service delivery Be pro-active in identifying people issues and trends within the sector and organisation and work together with key stakeholders to formulate and implement solutions to meet both current and future needs of the organisation.
**2. **Organisation Development and Change Management**
- Lead organisational development effort to drive organisational culture, health, capacity and capabilities building, in support of organisational strategies and directions.
- Create and drive change management to transform workplace culture, enhance effective collaboration amongst teams, inspired to rise above current to be future-ready and enhance staff engagement to contribute their best in fulfilling AHL's vision and mission. Formulate strategies and interventions with stakeholders to drive changes in operating models, and work re-design.
**3. **Branding, Recruitment and Retention**
- Lead the journey on AHL branding, working towards making the Lodge the employer of choice.
- Build human capital and ensure adequate and appropriate manpower needs of the Lodge are met through effective and creative manpower resourcing and effective and efficient on-boarding, and deployment.
- Drive improvements in employee experience through communications and employee engagement interventions
**4. **Compensation and Benefits**
- Design, and implement effective, transparent and consistent compensation schemes and benefits policies that is competitive and sustainable and effective in attracting, retaining and developing staff. Perform salary and benefits benchmarking and analyse results based on industry and other benchmarks to recruit right, retain, and grow staff efficiently.
**5. **Organization Capabilities, Performance Management and People Development**
- Implement the new performance appraisal system to ensure a robust performance appraisal system in place and fairly administrated.
- Design, conceptualise and develop frameworks, programmes and initiatives for building organisational and managerial capabilities to meet lodge-wide competency needs and ensure a competent workforce that is constantly being developed to their potential and beyond and with a rewarding career path both at the professional and personal level. Drive talent management including talent development for all level of staff through human capital development of T-shape professionals. This includes co-creating a sustainable learning culture, building robust systems and processes to groom a community of inspired, agile, versatile and competent and certified dementia professionals; ad overseeing end-to-end L&D process to co-create a responsive competency-based modules and opportunities
**6. **Efficiency and Compliance**
- Transform and drive efficiencies in delivery of HR policies and services through technologies and streamlining of processes and policies with other departments Lead company compliance with all existing governmental and labour legal requirements.
**7. **Staff Wellness and Well Being**
Drive staff wellness and as advisor to the AHL Staff Well Being and De Rom (Staff Quarters) Management Committees providing guidance and direction for Staff Wellness & We