Job Responsiblities
1. Strategic Transformation in Recruitment Strategy
- Lead the design, governance and implementation of a cluster-wide recruitment strategy and standards to drive consistency, scalability, organisational agility and workforce sustainability across all institutions
- Act as a strategic advisor to institutional leadership teams, shaping and delivering forward-looking talent acquisition strategies, talent interventions and recruitment transformation priorities aligned to organisational objectives
2. Recruitment Operations & Candidate Experience
- Provide strategic oversight and governance of end-to-end recruitment processes, driving cluster-wide standardisation, operational excellence, service quality and measurable improvements in talent pipeline
- Design, govern and continuously enhance evidence-based recruitment frameworks, assessment methodologies and selection standards that strengthen hiring quality, workforce capability and compliance outcomes
- Optimise sourcing, selection, and offer processes using best practices to improve speed and candidate experience
- Lead complex root-cause analysis of recruitment challenges and determine sustainable transformation interventions that optimise recruitment productivity, workforce availability and talent acquisition effectiveness across the cluster
- Own the strategic direction and governance of the overall candidate experience framework, leveraging digital innovation and talent analytics to strengthen employer brand, candidate engagement and hiring conversion outcomes
- Improve onboarding journeys, including welcome communications and onboarding kits, to support new hires
- Enhance candidate engagement and satisfaction through greater transparency in our hiring process
3. Digital, AI & Talent Intelligence
- Provide strategic leadership for the recruitment technology ecosystem including Application Tracking System (ATS), establishing future-state roadmaps, governance standards and optimisation strategies to maximise recruitment operational effectiveness
- Evaluate, prioritise and govern adoption of AI-enabled recruitment solutions (e.g., CV screening, matching, chatbots, scheduling automation, in-house Hiring AI tool), exercising independent judgement on technology investments, implementation risks, business impact and ethical AI considerations
- Leverage advanced analytics, predictive workforce modelling, and market intelligence - including recruitment trends, competitor landscape, and workforce analytics - to shape recruitment strategy and drive informed hiring decisions at the cluster-level
- Partner the HR Tech team to deliver automation, integrations, and digital enhancements across the recruitment lifecycle
- Lead cluster-wide adoption and capability development in AI-enabled recruitment practices, driving transformation readiness and digital maturity across recruitment functions
4. Policies, Governance & Compliance
- Serve as the Resourcing CoE owner for recruitment policies, governance frameworks and operating standards across the cluster, ensuring alignment with organisational, regulatory and healthcare workforce requirements
- Assume overall accountability for adherence to fair hiring, regulatory, audit and data governance requirements, proactively identifying and mitigating organisational recruitment risks
5. Stakeholder Collaboration, Change & Delivery
- Act as the strategic recruitment transformation partner to senior leaders, HR leadership and institutional stakeholders, influencing recruitment strategies and driving cluster-wide adoption of best-in-class recruitment practices
- Provide thought leadership and strategic advisory on recruitment innovation and digital transformation, securing executive sponsorship and stakeholder commitment for major change initiatives
- Build recruitment capability through AI and analytics adoption, and lead change management to embed improved processes and behaviours
- Enable cross-institution collaboration to share best practices and drive continuous improvement
6. MOHH Talent Pipeline Initiatives & Projects
- Collaborate with MOHH on national talent pipeline initiatives and operationalise pipeline strategies across the cluster
- Represent the institute as a subject matter expert in national workforce platforms and recruitment workgroup discussions (e.g., CEN, INOP and other nursing recruitment initiatives), influencing policy discussions, workforce strategies and sector-wide recruitment initiatives
7. Financial Stewardship & Vendor Governance
- Provide strategic oversight of cluster-wide procurement governance, contract negotiations and vendor performance management, ensuring commercial effectiveness, risk mitigation and optimal return on investment
- Hold accountability for vendor governance outcomes, service performance, contractual compliance and value optimisation to support NUHS talent acquisition objectives
Education & Experience
- Bachelor's degree in human resources, Business Administration, or related field
- 8-10 years of experience in talent acquisition/recruitment operations, with strong exposure to recruitment transformation, Centre of Excellence (CoE), or strategic HR roles
- Proven experience in leading large-scale transformation, recruitment process design, or cross-institutional initiatives
- Experience working in large, complex organisations healthcare sector experience preferred. Familiarity with public healthcare workforce initiatives and MOHH frameworks is an advantage
- Demonstrated experience in implementing AI-assisted recruitment tools and digital transformation initiatives
- Hands-on experience with SAP SuccessFactors, other Applicant Tracking Systems (ATS), and workflow automation tools such as Power Automate
To apply, please visit to www.gmprecruit.com and search for Job Reference: QWWY8636
GMP Recruitment Services (S) Pte Ltd | EA Licence: 09C3051 | EA Personnel: Jaremy Ong | Registration No: R1876766
This is in partnership with the Employment and Employability Institute Pte Ltd (e2i).
e2i is the empowering network for workers and employers seeking employment and employability solutions. e2i serves as a bridge between workers and employers, connecting with workers to offer job security through job-matching, career guidance and skills upgrading services, and partnering employers to address their manpower needs through recruitment, training, and job redesign solutions. e2i is a tripartite initiative of the National Trades Union Congress set up to support nation-wide manpower and skills upgrading initiatives.
By applying for this role, you consent to GMP Recruitment Services (S) Pte Ltds PDPA and e2is PDPA.
