Senior Deputy Director, Workforce Planning

The Human Resources & Organisation Development (HROD) Department is responsible for attracting, engaging, developing and retaining our people. We also drive the achievement of HPB’s mission by enhancing the overall effectiveness our people systems.

The Performance and Rewards (P&R) Department drives a high-performance culture which focuses HPB’s diverse workforce to deliver on desired performance and behaviours aligned to HPB values. To effectively attract, engage and retain HPB’s talents, P&R design and implement holistic and market competitive rewards strategies. We also cultivate a harmonious and collaborative union-management partnership and drive productivity improvements through process improvements, technology and the revamped HRIS.

**Responsibilities**

Reporting to the Director/Human Resources & Organisational Development, you will lead WPTD and P&R teams to develop the Board as a people excellence organisation and value-add to the Board’s vision to be at the forefront of shaping healthier lives. You will also partner business leaders in strategic workforce planning and talent development to meet current and future workforce requirements, aligned to business needs. Incumbent will focus on partnering senior leaders from key business division(s) on its future proofing and transformation efforts. As a strategic business partner, to align HR initiatives and people strategy for the division to meet business needs, this includes supporting employee and leadership development and designing succession plans to select and develop key talent for critical roles. To also provide effective coaching and consulting senior leaders on people matters.

You will play a key role in the following areas:
Workforce Planning and Talent Development (WPTD)
- Strategic Workforce Partnering: Partner business leaders in strategic workforce planning and organisation design. Drive integration across HROD functional teams to co-develop workforce and talent strategies that meet current and future workforce requirements in support of HPB’s 5-Year Strategy on Precision in Public Health.
- Functional Competencies: Co-drive the development, deployment, and alignment of functional competencies framework across HROD functions.
- Employer Branding, Talent Attraction, Selection and Appointment: Develop and communicate HPB employer brand position and build a strong talent acquisition pipeline.
- Talent Development and Succession Planning: Develop, implement, and enhance the talent development and succession planning framework.
- Drive the ‘Future of Work’ Transformation in HR: work alongside Director and HROD DDs in driving the division’s transformation to achieve effective and efficient deployment of resources/processes and enhancing end-to-end employee experience:

- leveraging technology and analytics
- re-designing high-volume transactions into shared services model
- Business Continuity Planning: Review and enhance the workforce business continuity plans.

Performance & Rewards (P&R)
- Drive a holistic and effective compensation and benefits strategy that attracts and retains different staff segments.
- Manage payroll team to ensure accurate and timely execution of monthly payroll, annual payments and manpower budgeting.
- Leverage technology and HRIS to streamline/outsource work processes to enhance productivity.
- To partner internal stakeholders to cultivate a collaborative union partnership and CA negotiations.
- Oversee department’s operations and oversee the outsourcing of shared services to Vital, EA where relevant.
- Co-create data transformation with the project lead from system perspective in the respective team to translate HROD data vision into usable data for our stakeholders, as well as internal HROD team
- Develop a robust performance management strategy to drive desired performance and behaviours aligned to HPB’s values.
- Drive compliance and capacity building for Public Service/HPB’s code of conduct.

**Requirements**:

- Relevant qualification in Human Resource, Business Administration or related discipline
- At least 5 years in leading a team
- At least 10 years of experience handling key HR functions especially recruitment, business partnering, talent development, compensation, payroll administration, and performance management
- Experience in partnering the line business to develop and deliver HR solutions
- Strong system thinking and motivated strategic thinker who possesses strong influencing and problem-solving skills, operational, project and process management skills
- Possess an integrative and continuous improvement mindset
- Strong interpersonal, communication and stakeholder management skills
- Strong collaboration skills and able to manage multiple priorities and navigate in a matrix organisation
- Demonstrates respect, care and concern when handling staff matters
- Agile and comfortable with digitalisation and working with systems in keeping pace with the innovation and dynamic