 
						Lead - HR Business Partner
19 hours ago
Job Role : HR Business Partner
Position : AGM / DGM HR Business Partner
Function : HR
Sub Function : HRBP
Department : Human Resources
Reports To (Job Role) : Chief of People Strategy
1. Job Purpose
- This role will serve as a strategic advisor to hospital leadership, driving key HR initiatives that support organizational growth and excellence. One will deep dive in manpower planning, budgeting, talent management, leadership development, and HR analytics.
- Be a strategic partner working together with the management and employees to facilitate positive employee experience throughout the journey at RFH.
- Be the people champion and institutionalise RFH Values and Behaviours and create performance driven culture
- Suggest best people strategies for engagement and retention of talent.
2. Accountabilities
- Strategic HR partner to the business: Collaborate with department leaders to understand objectives, translate them into people strategies, and forecast talent needs.
- Manpower Planning & Budgeting: Lead manpower forecasting and resource planning for existing units and new projects.
- Talent management & succession planning: Identify critical roles, develop leadership pipelines, oversee performance management, and support succession planning. Identify high-potential employees and create structured leadership development programs
- Performance Management: Design and implement performance management processes including orientation of managers and calibration,
- Culture and engagement: Lead initiatives to improve engagement, diversity, equity, and inclusion efforts, and promote a positive workplace culture.
- HR analytics & reporting: Leverage data to monitor key KPIs (turnover, time-to-fill, engagement scores, etc.), and present insights to leadership.
- HR operations collaboration: Partner with HR shared services and payroll to ensure accurate and timely HR transactions.
- Compensation & benefits guidance: Advise on market positioning, salary reviews, incentive structures, and benefits alignment in partnership with Total Rewards.
- Change management & organizational design: Support restructures, workforce optimization, and change readiness initiatives
- Development & Learning: Identify TNIs, competency gaps and implement plan to roll out various learning programs to bridge gaps.
- Intervene and resolve matters pertaining to employee grievances and disciplinary issues in coordination with respective departments and legal counsel.
- Any other responsibilities as assigned by the management from time to time
- Use data to generate insights on workforce trends. Create dashboards and reports to support data-driven decision-making
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