Deputy Director, HR Business Partner Lead

About Us

Woodlands Health is a next-generation healthcare system in Singapore, designed from the ground-up to meet the future of care. As a new integrated acute and community hospital with specialist outpatient clinics and innovative care models, we go beyond traditional hospital walls to deliver person-centred, connected, and seamless care. Our mission is to redefine healthcare for a rapidly aging and diverse population, through digital innovation, preventive health, and strong partnerships with the community. With a deep commitment to team-based care, sustainability and health equity, Woodlands Health is not just about treating illness – we are building a healthier future for all.

Why This Role Matters

Healthcare is evolving rapidly – and this role puts you at the centre of that transformation. As the Strategic HRBP Lead, you won’t just support the business; you’ll shape the workforce that shapes patient care. You will translate strategic priorities into people strategies that build future-ready capabilities, enable AI‑enabled ways of working, and strengthen leader effectiveness. This is your chance to influence system‑wide decisions, redesign work for the future, and elevate organizational performance across a complex clinical environment. If you want to drive real impact — on our people, our leaders, and the communities we serve — this is where it happens.

What You Will Drive

Strategic Workforce & Organisation Agenda

• Drive organisational and business outcomes through people strategy
• Translate business priorities, service redesign needs, and emerging workforce risks into actionable strategic people imperatives.

Enterprise Workforce Planning

• Lead multi‑year workforce planning grounded in skills, roles, and future care‑delivery demands.
• Identify critical capability gaps, anticipate workforce shifts, and prioritise actions that strengthen long‑term workforce resilience.

Leadership Partnering & Decision Support

• Serve as a trusted advisor to clinical leaders.
• Provide insights, challenge assumptions, frame trade‑offs, and guide decisions on talent, structure, succession and organisational effectiveness.

Change Leadership for Transformation

• Drive people-related change strategies for digitalisation, operating‑model shifts, care‑model redesign.
• Assess readiness, anticipate people impacts, and ensure smooth implementation through stakeholder alignment and communication.

Data‑Driven Insight & Organisational Diagnostics

• Use workforce and organisational data to identify root causes, shape strategic direction, and measure impact.
• Translate insights into compelling narratives that influence leadership thinking and decision-making.

Leader Capability & Organisational Effectiveness

• Strengthen leader effectiveness by coaching on performance culture, accountability, and team health.
• Support organisational design initiatives that drive clarity, agility, and collaboration.

Strategic Orchestration Across HR Domains

• Partner with COEs (Talent, Rewards, Employee/Industrial Relations, HR Technology and Analytics, Organisational Wellness and Engagement) to deliver integrated solutions.
• Define the business problems and desired outcomes; ensure cohesive delivery across HR domains.

What You Bring

• 10+ years in HR with significant enterprise-level HR business partnering exposure, proven ability to influence leaders.
• Strong systems thinker with organisational design literacy; able to distil complexity and set direction amidst ambiguity.
• Advanced data and analytics fluency (query, interpret, and tell the story), including AI literacy to shape practical use cases and adoption guardrails.
• Robust consulting toolkit: hypothesis‑led diagnosis, options and trade‑offs, benefit cases, and measurable follow‑through.
• Demonstrated change leadership and facilitation skills; calm under fast-paced or high-stakes operational contexts.
• Healthcare experience welcome but not required; motivated by mission and impact.