The National Kidney Foundation (NKF) is dedicated to promoting kidney health and providing quality, highly subsidised dialysis treatment and holistic care to patients. We strive to be an advocate and integrator for the community, by the community.
While supporting kidney failure patients with quality dialysis and integrated care, NKF's greater mission lies in preventing or delaying kidney failure through health education, deeper community integration, and strategic partnerships.
As we work toward our Future Forward 2030 vision, we remain committed to:
- Tackling the growing prevalence of kidney failure
- Enhancing patient support and care
- Leveraging technology to improve the efficacy and quality of treatment
The HR Business Partner (Nursing), Senior/Executive, supports NKF's nursing workforce across islandwide dialysis centres, partnering Centre Nurse Managers and operational leaders to deliver effective HR support across staffing, performance, employee relations, engagement, and HR operations. This role contributes to NKF's mission of providing subsidised dialysis treatment and holistic care, while supporting workforce effectiveness, employee experience, and operational readiness.
The role works closely with HR COEs and HR Shared Services to execute HR programmes, maintain robust HR processes, and provide manpower and workforce insights to enable service delivery and transformation efforts (e.g., process streamlining, automation, HR analytics).
Key Responsibilities
HR Business Partnering
- Support the execution of people strategies by aligning HR practices with nursing operations to sustain a healthy workplace culture that supports NKF's service delivery.
- Build effective working relationships with Nursing Leadership, Nurse Managers, supervisors, and key stakeholders to provide timely HR guidance on employee relations, performance management, and staff development matters.
- Collaborate with HR Centres of Excellence (COEs) by providing ground insights and operational feedback to support the refinement and implementation of HR programmes, frameworks, SOPs, and guidelines.
- Understand internal customer needs (e.g. nursing leaders and operations teams) and support the identification of practical HR solutions to address gaps, recommending appropriate actions where required.
- Provide basic coaching to supervisors and managers on HR processes and people leadership fundamentals (e.g. documentation standards, probation/confirmation conversations, performance feedback approaches), and support managers in navigating change with appropriate messaging and guidance.
- Support staff engagement by conducting pulse check-ins and work closely with Nursing leadership on engagement initiatives (e.g. Dialysis Centre Visits, Nursing Management meetings).
- Support change management execution for centre-level and organisation-level initiatives (e.g. process changes, digital workflow adoption), including communications, stakeholder coordination, and post-implementation feedback gathering.
- Support in-service employee matters, including the coordination and management of internal transfers, contract extensions, retirement and re-employment, flexible work arrangements, and other ad-hoc requests.
Workforce Planning, Talent Pipeline & Succession Support (Operational & Analytics)
- Lead monthly Nursing-HR meetings and support workforce planning by maintaining nursing manpower trackers, producing vacancy and attrition reports, highlighting risk areas, and partnering with the Talent Acquisition team to plan and forecast hiring requirements.
- Support operational manning and talent development processes by coordinating documentation and logistics for talent deployment, succession planning discussions, and career development tracking for identified nursing talents.
Employee Relations & Case Support (First-Line & Escalation)
- Provide first-line HR advisory support and coordination on routine employee matters (e.g. attendance issues, basic grievances, policy clarifications), ensuring proper documentation and timely case closure.
- Support investigations and employee relations cases through fact-finding, documentation, meeting coordination, and follow-up actions escalate sensitive or complex cases as required.
- Promote fair practices, in compliance with employment regulations, and adherence to organisational guidelines and ethical standards in the handling of people matters.
HR Projects, Process Improvement & Automation
- Identify opportunities to streamline and automate HR processes to improve efficiency and effectiveness.
- Compile data and insights to support HR initiatives and improvement proposals (e.g. onboarding cycle time, center transfer process pain points).
