The HR Manager is responsible for providing strategic and operational leadership for the Hospital’s Human Resources function. The role is responsible for ensuring that the Hospital attracts, develops, engages, and retains a competent workforce capable of delivering high-quality patient care and achieving the organisation’s strategic objectives.

The HR Manager will oversee the full employee lifecycle, including workforce planning, recruitment, onboarding, performance management, employee relations, learning and development, compensation and benefits, HR compliance, employee engagement, and HR operations.

The role will also serve as a trusted partner to Management and departmental leaders, providing HR insights and solutions that support operational efficiency, employee productivity, staff wellbeing, and organizational growth.

Key Responsibilities

A. HR Strategy & Workforce Planning

• Develop and implement HR strategies and initiatives aligned with the Hospital’s business and healthcare objectives.
  
• Lead workforce planning to ensure the Hospital has the right number and mix of clinical and non-clinical employees.
  
• Regularly review manpower requirements across medical, nursing, administrative, technical, support, and other functions.
  
• Provide Management with workforce reports, HR insights, trends, and recommendations to support decision-making.
  
• Develop and maintain effective HR policies, procedures, and guidelines.
  
• Ensure HR practices support the Hospital’s culture, values, service standards, and strategic priorities.
  

B. Recruitment & Talent Acquisition

• Lead the recruitment and selection process for clinical and non-clinical positions.
  
• Work with departmental heads to identify manpower requirements and develop appropriate recruitment plans.
  
• Prepare and review job descriptions and person specifications.
  
• Coordinate sourcing, screening, interviewing, reference checks, selection, and offer processes.
  
• Ensure recruitment activities are timely, structured, fair, and compliant with organisational requirements.
  
• Maintain an effective talent pipeline for critical and hard-to-fill positions.
  
• Ensure appropriate verification and documentation of professional qualifications and relevant credentials for applicable healthcare roles.
  

C. Onboarding & Employee Lifecycle Management

• Develop and manage a structured onboarding programme for new employees.
  
• Ensure new employees complete all required documentation and orientation activities.
  
• Coordinate employee induction programmes covering Hospital policies, procedures, culture, ethics, safety, confidentiality, and expected standards of conduct.
  
• Ensure employees understand their roles, responsibilities, reporting lines, and performance expectations.
  
• Manage employee movements, transfers, redeployments, confirmations, promotions, and exits.
  

D. Performance Management

• Manage the Hospital’s performance management process and ensure effective implementation across departments.
  
• Coordinate goal-setting, performance reviews, probation assessments, confirmations, and performance improvement plans.
  
• Partner with departmental heads to address performance gaps and improve employee productivity.
  
• Promote a culture of accountability, continuous feedback, and performance excellence.
  
• Analyse performance trends and provide recommendations to Management.
  

E. Employee Relations & Workplace Culture

• Serve as a trusted point of contact for employee relations matters.
  
• Provide guidance to managers and employees on workplace policies, disciplinary matters, grievances, and conflict resolution.
  
• Investigate employee complaints and workplace concerns objectively and confidentially.
  
• Manage disciplinary and grievance processes in line with company policy and applicable employment requirements.
  
• Promote a respectful, inclusive, professional, and collaborative workplace culture.
  
• Identify employee engagement issues and recommend appropriate interventions.
  

F. Learning & Development

• Conduct training needs assessments across clinical and non-clinical functions.
  
• Develop and implement annual training and development plans.
  
• Coordinate internal and external training programmes.
  
• Support mandatory and role-specific training required for employees.
  
• Evaluate training effectiveness and its impact on employee performance.
  
• Promote continuous professional development and career growth.
  
• Maintain accurate employee training and development records.
  

G. Compensation, Benefits & Payroll

• Coordinate the monthly payroll process and ensure accurate and timely payroll inputs.
  
• Work with Finance and relevant stakeholders to ensure payroll accuracy and proper statutory deductions/remittances.
  
• Manage employee benefits and welfare programmes, including HMO and other applicable benefits.
  
• Review compensation structures and provide recommendations where necessary.
  
• Maintain accurate employee compensation and benefits records.
  
• Support salary reviews, promotions, allowances, and other employee reward initiatives.
  

H. HR Compliance & Employee Records

• Ensure compliance with applicable employment laws, labour requirements, Hospital policies, and internal controls.
  
• Maintain accurate and up-to-date employee records and personnel files.
  
• Ensure proper documentation throughout the employee lifecycle.
  
• Monitor employment contracts, confirmation dates, leave records, disciplinary records, and other relevant HR documentation.
  
• Maintain confidentiality and appropriate access controls over employee information.
  
• Support internal and external HR audits and provide required documentation.
  

I. Employee Welfare & Engagement

• Develop initiatives that promote employee wellbeing, engagement, morale, and retention.
  
• Coordinate employee engagement activities and recognition initiatives.
  
• Monitor employee satisfaction and identify areas requiring improvement.
  
• Support staff welfare initiatives and address employee concerns appropriately.
  
• Promote a positive employee experience across the Hospital.
  

J. Healthcare Workforce Management

• Work closely with clinical and departmental leadership to address workforce challenges.
  
• Support effective staffing of critical healthcare functions.
  
• Monitor workforce availability, turnover, absenteeism, vacancies, and staffing trends.
  
• Support initiatives aimed at attracting and retaining qualified healthcare professionals.
  
• Ensure HR processes recognise the unique demands of clinical, shift-based, and patient-facing roles.
  
• Support Management in addressing workforce risks that may affect service delivery.
  

K. HR Reporting & Analytics

• Prepare periodic HR reports for Management.
  
• Monitor and report key HR metrics, including:
  
  • Headcount
    
  • Recruitment activity
    
  • Staff turnover
    
  • Employee exits
    
  • Absenteeism
    
  • Training participation
    
  • Performance management
    
  • Employee engagement
    
  • Payroll and benefits
    
  • Workforce gaps
    
• Use HR data to identify trends, risks, and opportunities for improvement.
  
• Provide actionable recommendations to Management based on HR analytics.
  

Requirements

Education

• Bachelor’s Degree in Human Resources, Industrial Relations, Business Administration, Management, Psychology, or a related discipline.
  
• Professional HR certification such as CIPM, SHRM, HRCI, or equivalent is an added advantage.
  

Experience

• Minimum of 5–7 years of progressive HR experience, with at least 2–3 years in a managerial or supervisory capacity.
  
• Experience managing both clinical and non-clinical employees is highly desirable.
  
• Previous experience in a hospital, healthcare organisation, medical facility, or other highly regulated environment will be an advantage.
  
• Demonstrated experience in recruitment, employee relations, performance management, training, payroll coordination, and HR operations.
  

Required Skills & Competencies

The ideal candidate should demonstrate:

• Strong knowledge of HR management principles and practices.
  
• Excellent knowledge of recruitment and talent management.
  
• Strong employee relations and conflict resolution skills.
  
• Excellent communication and interpersonal skills.
  
• Strong leadership and people management capability.
  
• Good understanding of employment and labour requirements.
  
• Strong organisational and administrative skills.
  
• Ability to handle confidential and sensitive information.
  
• Strong analytical and problem-solving skills.
  
• Good negotiation and decision-making skills.
  
• Ability to work effectively with clinical and non-clinical teams.
  
• Strong attention to detail.
  
• Proficiency in Microsoft Office and HR information systems.
  
• Ability to work under pressure in a fast-paced healthcare environment.
  

Benefits