Senior Manager - HR Business Partner

Skills:

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 institutionalize RFH Values and Behaviors and create performance driven culture
• Suggest best people strategies for engagement and retention of talent.
  

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
  

Experience & Educational Requirements

Necessary

Desirable