Senior HR Manager

Job Description SummaryHR support for client group Leaders, Managers and Employees on organizational and employee matters, as well as coaching, HR process expertise, and other general HR activities. Individuals in this category act as the HR Manager of record for a client group. Interprets simple internal and external business challenges and recommends best practices to improve products, processes or services. Stays informed of industry trends that may influence work.
GE Healthcare is a leading global medical technology and digital solutions innovator. Our mission is to improve lives in the moments that matter. Unlock your ambition, turn ideas into world-changing realities, and join an organization where every voice makes a difference, and every difference builds a healthier world.

Job Description

Roles and Responsibilities

Strategic HR partnership

• A leadership partner who develops & executes organization-level HR strategies to align structure, culture & talent with business goals. Includes those who manage an HR Function within a Business Segment or Sub-Business.
• Requires specialized depth and/or breadth of expertise within their discipline. May require strong commercial awareness and is expected to influence the development of strategy within own area, including control of resources and influences policy formulation.
• Scope - Serve as the strategic HR Business Partner to Equipment and Functional leadership teams, including but not limited to Imaging, Ultrasound, Patient Care Solutions, Marketing, Finance and Strategy, aligning people priorities with business objectives.Will also provide first line HR leadership to designated markets within the region, ensuring alignment of people strategies with regional and enterprise priorities.
• Act as a trusted advisor and coach to senior leaders and people managers on critical people, organizational and employee matters.
• Bring strong business acumen, thoughtful analysis and HR expertise to leadership discussions and decision-making

Organization & Workforce Planning

• Drive organizational effectiveness, organization design and workforce planning to ensure the business has the right capabilities and organizational structure to deliver its priorities.
• Lead integrated headcount planning and forecasting for the AKA Equipment organization, partnering closely with country HR, Business and Finance leaders across AKA.
• Support organizational transformation, restructuring and change initiatives, balancing business requirements with employee experience.

Talent & Leadership

• Drive talent management processes including talent reviews, succession planning, career development and leadership development.
• Partner with leaders to identify critical talent and future capability requirements.
• Coach leaders and managers to strengthen people leadership capability and build high-performing teams.
• Promote an inclusive and engaging environment where employees can develop, contribute and perform at their best.

Employee Relations

• Provide professional HR guidance on employee relations matters, including performance management, grievances, workplace investigations, disciplinary matters, restructuring and employment separations.
• Promote fair and merit-based employment practices throughout the employee lifecycle.
• Handle sensitive and complex employee matters with appropriate judgment, discretion and confidentiality.

HR Partnership & Execution

• Act as the primary HR partner for zone execution, collaborating with Global Markets HRBPs across modalities and functions to drive aligned and effective execution.
• Work closely with HR Centers of Excellence, including Talent Acquisition, Total Rewards, People Operations and Talent & Learning, to deliver integrated people solutions.
• Translate business and workforce insights into pragmatic HR solutions.
• Support implementation and governance of HR policies, processes and programs while balancing business needs, employee experience and compliance.
• Monitor relevant external workforce and HR trends and incorporate appropriate market practices into people strategies.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration or a related discipline, or equivalent relevant professional experience.
• Significant progressive HR experience, preferably including experience as an HR Business Partner or HR Leader supporting senior leadership teams within a multinational or matrix organization.
• Demonstrated experience across key HR disciplines including strategic business partnering, workforce planning, organization design, talent and succession management, performance management, employee relations and organizational change.
• Proven ability to advise and influence senior leaders and navigate complex organizational and people matters.
• Strong business acumen with the ability to connect people strategies with business priorities and outcomes.
• Strong analytical and problem-solving skills, with the ability to leverage workforce insights and data to support decisions.
• Excellent stakeholder management, influencing, coaching and interpersonal skills.
• Excellent written and verbal communication skills.
• Ability to operate effectively in a complex, fast-paced and matrixed environment.

Desired Qualifications & Characteristics

• Professional HR certification such as IHRP-CP, IHRP-SP, CIPD, SHRM or equivalent is advantageous.
• Prior HR experience in Singapore and/or a regional Asia-Pacific environment is highly desirable.
• Experience supporting multiple countries and working effectively across different cultures and regulatory environments.
• Experience leading or supporting significant organizational transformation and restructuring initiatives.
• Strong executive presence with the ability to build trusted relationships, influence stakeholders and constructively challenge thinking.
• High degree of integrity, discretion and sound judgment when handling confidential and sensitive employee matters.
• Collaborative, pragmatic and solutions-oriented, with the ability to balance strategic thinking with effective execution.

Inclusion and Diversity

GE HealthCare is an Equal Opportunity Employer where inclusion matters. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

We expect all employees to live and breathe our behaviors: to act with humility and build trust; lead with transparency; deliver with focus, and drive ownership – always with unyielding integrity.

Our total rewards are designed to unlock your ambition by giving you the boost and flexibility you need to turn your ideas into world-changing realities. Our salary and benefits are everything you’d expect from an organization with global strength and scale, and you’ll be surrounded by career opportunities in a culture that fosters care, collaboration and support.

Additional Information