Senior Manager, Human Resources

Job Summary The Senior Manager will lead a team of HR professionals across various HR functions in the headquarters and centres. He or she will report to Head, Human Resources and is expected to contribute to the strategic steering of All Saints Home, ensuring HR resources are mobilised effectively to meet the organizational vision, mission and goals, with a high performing and high engagement culture. Job Requirements 1. Strategic Leadership Work with the CEO and other senior leaders to identify HR priorities and opportunities, and to develop and implement future ready HR strategies, policies and programs that support ASH’s vision, mission, values, and strategic goals. Align the HR vision and goals with the overall corporate strategies and objectives. Develop and implement initiatives that foster the growth, development, and performance of the workforce. Adapt the HR strategy in response to the evolving dynamics of the community care sector. Provide advice to senior leaders and stakeholders to invest strategically on people-related matters that impact the performance of the workforce. 2. Operational Management Review and manage the day-to-day operations of the HR function, which encompasses areas such as recruitment, onboarding, compensation and benefits, learning and development, performance management, employee relations, diversity and inclusion, compliance, and health and safety. Lead and supervise the HR team, ensuring they have the necessary resources, tools, and guidance to perform their responsibilities effectively and efficiently. Be a good steward of funds and grants. Oversee the HR budget, systems, and processes, and ensure that they are aligned with the best practices and standards. Champion HR transformation programmes aimed at enhancing workforce capabilities, advancing HR technology and achieving operational excellence. 3. Stakeholder Engagement Position HR function as a business partner with other leaders. Interact with a diverse range of internal and external stakeholders, including employees, senior management, board members, volunteers, residents, clients, and regulators. Act as a spokesperson and advocate for the HR function, effectively conveying its value and influence in ASH. Build and maintain positive and collaborative relationships with the stakeholders, while addressing their needs, expectations, and feedback. Represent ASH in various HR forums, networks, and associations, enhancing its reputation and brand presence. 4. Talent Development Oversee the establishment of a talent pipeline to ensure optimal workforce performance, leadership succession and business continuity. Develop a comprehensive learning and development strategy that encompasses both structured and unstructured learning, coaching, and on-the-job training, to promote lifelong learning, resilience, and agility for change. Design and implement strategies aimed at attracting, retaining, and nurturing specifically the high performers. Foster an environment that prioritizes learning and innovation, encouraging employees to pursue their personal and professional growth. Mentor and coach the HR team and other leaders and help them in realizing their potential and deepening their skills. 5. Change Management Recognise key challenges related to workforce performance and recommend solutions. Lead and facilitate the change management process for the implementation of HR solutions. Influence and articulate the goals, and benefits of the changes to stakeholders, while addressing their concerns and potential resistance. Anticipate and assess the impact of the changes on the people, processes and culture, developing strategy for a seamless and efficient transition. Support and empower the employees in adjusting to the changes. Monitor and evaluate the outcomes and feedback. 6. Governance Uphold and enforce the code of conduct, values, and policies that guide employee behavior and decision-making. Ensure that the HR function complies with the legal and regulatory obligations and standards that apply to the community care sector and its regulators. Promote a culture characterized by trust, respect, and integrity, and handle any ethical issues or dilemmas that may arise in a fair and transparent manner. Qualifications, Experience and Key Attributes The calling and desire to do good in a Community Care Organization and Social Service Agency A Bachelor’s or Master’s degree in Human Resources, Business Administration, Psychology or related discipline A minimum of 7 years’ experience in HR in a leadership role Ability to thrive in a dynamic, diverse, and collaborative environment, demonstrating leadership, resilience and creativity in problem‑solving Effective communication, interpersonal, and stakeholder engagement skills High service orientation Proficiency in MS Office #J-18808-Ljbffr