To design, embed, and lead organisational development and talent strategies that enhance workforce agility, leadership pipelines, and organisational capability. This role ensures that organisational structures and talent practices enable sustainable growth and business transformation

Experience:

• Bachelor’s degree in Human Resources, Organisational Psychology, or Business Administration (Master’s degree preferred)
  8–10 years in HR, Talent Management, or Organisational Design roles, with at least 3 years in a senior leadership capacity
  Proven experience in organisational design, change management, and leadership development
  Strong knowledge of workforce planning and performance management practices

Objective:

Objective: Partner with executives and hospital leadership to design, plan, and embed organisational structures, spans of control, and change initiatives that improve efficiency, clarify accountabilities, and build agility. Develop change frameworks for operations to adopt and implement

Create and institutionalise integrated talent management frameworks covering succession planning, talent reviews, career progression, and high-potential identification. Ensure these frameworks are standardised across hospitals and functions to secure workforce sustainability

Partner with executives, hospitals, and HR teams to identify current and emerging capability gaps. Design and implement capability-building programs that address these gaps and prepare the workforce for future business models and technologies

Required Role Competencies

Strategic Thinking: Anticipates future workforce and organisational needs, plans proactively.
Change Leadership: Leads change with clear communication, empathy, and resilience.
Influencing: Secures buy-in across Exco, hospital leaders, and managers.

Collaboration: Builds strong partnerships across P&C, Exco, and hospital leadership.

Analytical Thinking: Uses data to guide organisational and talent decisions