Human Resources Deputy Director

Overview We are seeking an experienced Human Resources Deputy Director to support the Group’s long-term sustainability by strengthening leadership capability, workforce governance, and people compliance. The role ensures disciplined talent practices, prudent manpower planning, and consistent application of HR policies across the Group, in line with regulatory requirements and Raffles Medical Group’s values. Key Responsibilities Talent Management and Learning & Development Implement and govern the Group’s talent management framework across clinical and corporate employee groups. Oversee performance management processes, including goal setting, reviews, calibration, and outcomes management. Drive structured career development pathways, succession planning, and talent progression mapping for key and critical roles. Manage Performance Improvement Plans (PIPs) with fairness, consistency, and appropriate risk controls. Co-design and deliver leadership development initiatives aligned to the Group’s values, patient-centric culture, and long-term leadership needs. Be accountable for all Learning and Development programmes, including Learning Needs Analysis, programme design, delivery and tracking across the Group. Oversee management associate, internship, scholarship, and bursary programmes to build sustainable clinical and professional talent pipelines. Partner senior leaders to identify high-potential talent and manage retention and progression plans. Organisational Governance & Workforce Planning Lead manpower and workforce planning to support business growth, service expansion, and operational efficiency. Establish disciplined workforce reporting, analytics, and dashboards for management review and decision-making. Oversee HR systems governance, data accuracy, and reporting standards in collaboration with HRIS and IT teams. Support organisation design, role clarity, and capacity planning to ensure appropriate resourcing across care settings. Contribute to Group-wide planning exercises, restructuring initiatives, and operating model reviews as required. Ensure full compliance with labour laws and relevant employment regulations across the Group. Govern HR policies including work arrangements, code of conduct and disciplinary processes. Ensure consistent application of HR policies across entities, subsidiaries, and business units. Proactively identify compliance risks and strengthen controls through policy review and manager education. Reports to: Group Chief Human Resources Officer Key stakeholders: Senior Management, Medical Leadership and Corporate Functions Key Skills, Competencies and Work Ethics Strong foundation in talent management, workforce planning and HR governance. Sound knowledge of APAC employment legislation and healthcare-related compliance considerations is preferred. Ability to translate workforce data into clear insights for management and governance forums. Strong stakeholder management skills, including engagement with clinical leaders and senior management. Structured, disciplined, and detail-oriented execution. High integrity and strong sense of stewardship. Calm, measured, and principled in approach. Respects confidentiality and exercises sound judgement. Collaborative, respectful, and able to engage across diverse professional groups. Committed to consistent, fair, and patient-centred people practices. Aligned with Raffles Medical Group’s values and long-term purpose. Experience Requirements 12–15 years of progressive HR experience, preferably within healthcare, life sciences, or similarly regulated sectors. Demonstrated experience in talent management, performance systems, and workforce planning at group or enterprise level. Experience working in a public-listed or highly regulated organisation is strongly preferred. Exposure to senior management or board-level reporting environments. Proven people leadership and cross-functional collaboration experience. Educational Qualifications Bachelor’s degree in Human Resources, Business Administration, or related discipline. Master’s degree and/or recognised HR certification (e.g. IHRP, SHRM, CIPD) preferred. Continuous professional development in governance, leadership, or organisational effectiveness is an advantage. #J-18808-Ljbffr