21 Leadership Abilities jobs in Singapore

Hungry to help build the most loved restaurant brands in the world?

Location: Singapore

ProgramStart Date:August 31, 2026

Who We Are

Restaurant Brands International Inc. is one of the world's largest quick service restaurant companies with nearly $45 billion in annual system-wide sales and over 32,000 restaurants in more than 120 countries and territories.

RBI owns four of the world's most prominent and iconic quick service restaurant brands – TIM HORTONS, BURGER KING, POPEYES, and FIREHOUSE SUBS.

The Program Experience

Welcome to the Leadership Development Program (LDP) at RBI — where bold thinkers take initiative and creativity into their own hands. If you're passionate about building beloved brands, solving real business challenges, and growing fast in a global QSR powerhouse, this is the place to turn potential into performance.

Onboarding

Your RBI journey kicks off with a dedicated orientation where you'll get to dive head-first into our culture at RBI, learn more about our business, brands and strategic plans, and dive hands-on into restaurant training to learn about the core of our business.

Rotations

You'll complete two,1-yearrotations in different departments, designed to stretch your business acumen, build your leadership skills, and learn cross-functional agility. These roles are selected based on business priorities and your personal career goals — giving you both structure and flexibility.

Our program participants get exposure to a wide range of departments, like:

• Marketing– Creative campaigns, performance analytics, menu innovation

• Operations– Improving standards, training systems, and day-to-day restaurant excellence

• Digital & Loyalty – Building and optimizing digital platforms, app engagement, loyalty programs

• Finance– FP&A, capital planning, and analytics to support global growth

• Supply Chain & Procurement – Sourcing, logistics, sustainability, and planning

• People – Talent acquisition, talent management, culture building

• Development & Franchising – Strategic market expansion and partner relationships

• Corporate Communications – Brand storytelling and internal engagement

Each rotation offers big responsibility, meaningful work, and access to senior leaders across our global brands.

Ongoing Training & Development

Throughout the program, you'll receive targeted training in things like problem solving, analytics, communication and leadership, as well as mentorship and career coaching to guide your early-career development.

Own Your Career

After completing your two-year LDP journey, your career at RBI is yours to shape, whether you continue building skills in your existing role or make a strategic move into a new function, we'll support you in building a career with ownership & impact.

What We're Looking For

Our ideal candidates are:

• Graduating with an undergraduate degree between Dec 2025– May 2026

• From any major — we welcome diverse academic backgrounds (Business, Marketing, Economics, STEM, Hospitality etc.)

• Passionate about growth, ownership, and the QSR industry

• Comfortable with ambiguity and energized by a fast-paced environment

• Excellent communicators, problem-solvers, and natural leaders

• Hungry (literally and figuratively) to make an impact in a business that moves fast and serves millions daily

Ready to Lead?

Applications are reviewed on a rolling basis through December 31st, 2025 — so apply early to secure your spot. We can't wait to meet you.

Our Campus programs are anything but ordinary. From our hands-on internship program to transformative full-time opportunities, we offer something for every taste and interest.

Craving a dynamic, innovative, entrepreneurial environment where your work will have an impact on millions of people worldwide? We're serving up early-career programs to kickstart a career that's uniquely crafted for you.

We're looking for self-starters who are humble, hungry, and hardworking. Sounds like you? Apply to one of our early-career programs today and let's build the most loved restaurant brands in the world together.

Job Function: Human Resource & Organization Department
Job Type: Permanent
GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.
Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.
What impact can you make in this role?
You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.
What will you do as a SVP, Executive Leadership Development?
Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
Contribute to the strategic design of overall executive leadership effectiveness, for example:
Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
What makes you a successful candidate?
Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
Ability to thrive in a fast-paced, high-expectations environment.
Work at the Point of Impact
We need to be forward-looking to attract the right people to help us become the Leading Global Long-term Investor. Join our ambitious, agile, and diverse teams - be empowered to push boundaries and pursue innovative ideas, share your views, and be heard. Be anchored on our PRIME Values: Prudence, Respect, Integrity, Merit and Excellence, which guides us in how we make our day-to-day decisions. We strive to inspire. To make an impact.
Flexibility at GIC
At GIC, our offices are vibrant hubs for ideation, professional growth, and interpersonal connection. At the same time, we believe that flexibility allows us to do our best work and be our best selves. Thus, our teams come into the office four days per week to harness the benefits of in-person collaboration, but have the flexibility to choose which days they work from home and adjust this arrangement as situational needs arise.
GIC is an equal opportunity employer
GIC is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please email at any point of the application or interview process if adjustments need to be made due to a disability.
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Overview
Manager (Curriculum & Leadership Development) at Ministry of Defence of Singapore. Role develops and reviews training development system to support learner‐centric curriculum and works closely with Air Force Training Command (AFTC) Training Institutes to support curriculum transformation.
Responsibilities
Assist Head Curriculum & Leadership Development Section to manage overall AFTC Training Development System to support training development of learner‐centric curriculum.
Develop common curriculum competencies to be taught in all ab‐initio training curriculum.
Manage, promote and implement Leadership Development and RSAF Core Values inculcation initiatives.
Provide support to AFTC TIs in reviewing their courses.
Challenges
Work closely with various AFTC TIs to support curriculum development and understand training type to provide value‐add inputs.
Be proficient in implementing Competency‐Based Learning and SAF Leadership Competency Model across diverse Air Force vocations.
Provide subject matter expert knowledge on infusing Leadership Development and RSAF Core Values initiatives without altering core vocation training objectives.
Keep abreast of new Leadership Development and RSAF Core Values initiatives to ensure concepts, doctrines and principles are relevant and effective.
Qualifications
Education in Instructional Design, Curriculum Development, Training Development, Learning Science, Education, or related field.
At least 2 years of experience preferred.
Good conceptual and analytical skills.
Strong writing, interpersonal and communication skills.
Ability to work independently in fast‐paced environment.
Ability to adapt to changes and receptive to new ideas.
Competencies in training needs analysis, curriculum development, learning assessment, course evaluation, data visualisation and storytelling.
Appointment will be commensurate with experience. Only shortlisted candidates will be notified.
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Join to apply for the
SVP, Executive Leadership Development
role at
GIC
Join to apply for the
SVP, Executive Leadership Development
role at
GIC
GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.
Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.
What impact can you make in this role?
You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.
What will you do as a SVP, Executive Leadership Development?
Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
Contribute to the strategic design of overall executive leadership effectiveness, for example:
Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
What makes you a successful candidate?
Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
Ability to thrive in a fast-paced, high-expectations environment.
Work at the Point of Impact
We need to be forward-looking to attract the right people to help us become the Leading Global Long-term Investor. Join our ambitious, agile, and diverse teams - be empowered to push boundaries and pursue innovative ideas, share your views, and be heard. Be anchored on our PRIME Values: Prudence, Respect, Integrity, Merit and Excellence, which guides us in how we make our day-to-day decisions. We strive to inspire. To make an impact.
Flexibility at GIC
At GIC, our offices are vibrant hubs for ideation, professional growth, and interpersonal connection. At the same time, we believe that flexibility allows us to do our best work and be our best selves. Thus, our teams come into the office four days per week to harness the benefits of in-person collaboration, but have the flexibility to choose which days they work from home and adjust this arrangement as situational needs arise.
GIC is an equal opportunity employer
GIC is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please email at any point of the application or interview process if adjustments need to be made due to a disability.
Learn More
Learn more about our Human Resource & Organization Department here:
Our PRIME Values
GIC is a values driven organization. GIC’s PRIME Values act as our compass, enabling us to fulfil our fundamental purpose and objectives. It is the foundational bedrock which governs our behaviors, our decision making, and our focus. It informs both our long-term strategy as a firm, and the way we relate to our Client, business partners and employees. PRIME stands for Prudence, Respect, Integrity, Merit and Excellence.
Seniority level
Seniority level Mid-Senior level
Employment type
Employment type Full-time
Job function
Job function Training, Human Resources, and Analyst
Industries Investment Management and Financial Services
Referrals increase your chances of interviewing at GIC by 2x
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Job Function: Human Resource & Organization Department
Job Type: Permanent
GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.
Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.
What impact can you make in this role?
You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.
What will you do as a SVP, Executive Leadership Development?
Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
Contribute to the strategic design of overall executive leadership effectiveness, for example:
Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
What makes you a successful candidate?
Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
Ability to thrive in a fast-paced, high-expectations environment.
Work at the Point of Impact
We need to be forward-looking to attract the right people to help us become the Leading Global Long-term Investor. Join our ambitious, agile, and diverse teams - be empowered to push boundaries and pursue innovative ideas, share your views, and be heard. Be anchored on our PRIME Values: Prudence, Respect, Integrity, Merit and Excellence, which guides us in how we make our day-to-day decisions. We strive to inspire. To make an impact.
Flexibility at GIC
At GIC, our offices are vibrant hubs for ideation, professional growth, and interpersonal connection. At the same time, we believe that flexibility allows us to do our best work and be our best selves. Thus, our teams come into the office four days per week to harness the benefits of in-person collaboration, but have the flexibility to choose which days they work from home and adjust this arrangement as situational needs arise.
GIC is an equal opportunity employer
GIC is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.Please email at any point of the application or interview process if adjustments need to be made due to a disability.
Learn More
Learn more about our Human Resource & Organization Department here:
#J-18808-Ljbffr

Overview
We are partnering with a prestigious international financial services organisation, renowned for its high-performance culture & reputation, to appoint an
Group Head of Leadership Development . This is a rare and high-impact opportunity to lead the global strategy for leadership and organisational development from one of the firm’s flagship offices in Singapore.
Reporting directly to the Group CHRO and working in close partnership with the Board, ExCo, and senior leadership across the globe, this role will be responsible for shaping and executing the firm’s leadership development agenda. You will lead the design and delivery of global initiatives across leadership assessment, development, succession, and performance management, ensuring alignment with the firm’s strategic goals and values.
In this role, you will act as a trusted advisor and executive coach to senior leaders, driving a culture of excellence, accountability, and continuous growth. You will partner with global HR and business leaders to deliver innovative, evidence-based solutions that elevate leadership capability and organisational effectiveness across all regions.
You will also oversee the development and implementation of leadership frameworks, high-potential programs, and executive development strategies, while championing diversity, equity, and inclusion in leadership pipelines. This is a highly visible and strategic role that requires exceptional stakeholder management, commercial acumen, and a deep understanding of leadership and organisational psychology.
Qualifications and Experience
To succeed, you will bring extensive experience in senior leadership development roles within global financial services or international professional services environments. A background in organisational psychology or experience in leadership/OD consulting would be highly advantageous. You will be known for your consultative approach, credibility with senior stakeholders, and ability to deliver high-quality, impactful solutions in fast-paced, complex environments.
Why Apply?
This is a unique opportunity to join a globally respected financial institution in a pivotal leadership role. You’ll have the platform to shape the future of leadership across the organisation, working with exceptional people in a culture that values innovation, quality, and long-term growth.
How to Apply
For a confidential discussion, please contact:
Charlotte Matthew –
Referrals Welcome
Know someone exceptional? We offer rewards for successful referrals – we’d love to hear from you.
Please note: Only shortlisted candidates will be contacted.
To comply with local laws, our Singapore office EA License No is:
17S8475
To comply with local laws, our Singapore office EA Licence No is: 17S8475.
Please note that your personal information will be treated in accordance with our Privacy Policy.
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Direct message the job poster from Frazer Jones
MD - Head of Southeast Asia & Global Financial Services Lead at Frazer Jones HR Exec Search - ex Accenture global Strategy & HR Change Mgt Consultant
Group Head of Leadership Development (Director Level)
Compensation:
Highly competitive package
We are partnering with a prestigious international financial services organisation, renowned for its high-performance culture and award-winning reputation, to appoint an
Group Head of Leadership Development . This is a rare and high-impact opportunity to lead the global strategy for leadership and organisational development from one of the firm’s flagship offices in Singapore.
Reporting directly to the Group CHRO and working in close partnership with the Board, ExCo, and senior leadership across the globe, this role will be responsible for shaping and executing the firm’s leadership development agenda. You will lead the design and delivery of global initiatives across leadership assessment, development, succession, and performance management, ensuring alignment with the firm’s strategic goals and values.
In this role, you will act as a trusted advisor and executive coach to senior leaders, driving a culture of excellence, accountability, and continuous growth. You will partner with global HR and business leaders to deliver innovative, evidence-based solutions that elevate leadership capability and organisational effectiveness across all regions.
You will also oversee the development and implementation of leadership frameworks, high-potential programs, and executive development strategies, while championing diversity, equity, and inclusion in leadership pipelines. This is a highly visible and strategic role that requires exceptional stakeholder management, commercial acumen, and a deep understanding of leadership and organisational psychology.
To succeed, you will bring extensive experience in senior leadership development roles within global financial services or international professional services environments. A background in organisational psychology or experience in leadership/OD consulting would be highly advantageous. You will be known for your consultative approach, credibility with senior stakeholders, and ability to deliver high-quality, impactful solutions in fast-paced, complex environments.
Why Apply?
This is a unique opportunity to join a globally respected financial institution in a pivotal leadership role. You’ll have the platform to shape the future of leadership across the organisation, working with exceptional people in a culture that values innovation, quality, and long-term growth.
How to Apply
For a confidential discussion, please contact:
Know someone exceptional? We offer rewards for successful referrals – we’d love to hear from you.
Please note: Only shortlisted candidates will be contacted.
To comply with local laws, our Singapore office EA License No is:
17S8475
Seniority level
Seniority level Director
Employment type
Employment type Full-time
Job function
Job function Human Resources
Industries Financial Services, Investment Management, and Investment Banking
Referrals increase your chances of interviewing at Frazer Jones by 2x
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Job Responsibilities

Organisation and management of meetings, projects and events

• Organise and manage the scheduling, administration, and follow-up of meetings, projects, and events within the Faculty & Leadership Development (FLD) team.
• Possess strong awareness of campuses' calendars to support timely and conflict-free event scheduling.
• To prepare necessary documents for processes (eg: AORs)
• To oversee event details from pre- to post-event (attendance, invitations, procurement)

Stakeholder & Faculty Engagement

• Foster effective communication and collaboration with internal divisions, campuses and external stakeholders.
• Maintain up-to-date knowledge of full-time and adjunct faculty profiles to establish good relations.
• To manage meetings, set agenda and conduct necessary follow-up

Writing of emails, reports, meeting minutes, SOPs and publicity materials for social media channels

Maintaining of the faculty repository, faculty information sites, and learning resources

• To be able to analyse simple data analytics of information
• Willing to adopt new ways of creating learning resources using technology

Job Requirements

• Minimum Diploma in Communication, Business Administration or related fields
• Experience in project administration and organisational collaboration
• Strong conceptual, analytical, organisational, and problem-solving skills
• Good interpersonal, networking, and communication (written and verbal) skills
• Team player and critical thinker, result-oriented and able to manage multiple projects
• Capable of working independently and collaborating with diverse stakeholders
• Adaptable, fast, and efficient worker
• Experience in creating content using social media platforms and designing publicity material.
• Proficient in Outlook, Zoom, MS Teams, Canva, MS Word, PowerPoint and Excel.
• Understanding of the early childhood education sector is advantageous

Posting Date: 25 Sept 2025
Job Category: Administration
Overview
Join our Talent Management & Leadership Development team to help shape the future of healthcare leadership at SingHealth. In this role, you will play a crucial part in identifying, developing and retaining top talent to ensure continuity of excellent patient care and organisational excellence. You will support strategic talent initiatives including succession planning, leadership development programmes and talent analytics to build a robust pipeline of capable leaders across our healthcare network.
Your responsibilities will encompass coordinating leadership development initiatives, supporting senior leadership recruitment processes, and facilitating talent review activities with key stakeholders across SingHealth institutions. You will work closely with Human Resources teams and department heads to implement talent strategies that align with our mission of advancing medicine and transforming healthcare for our communities.
Job Requirements
Bachelor’s Degree in any discipline with at least 1 year of relevant experience, preferably in Human Resource
Fresh graduates are welcome to apply.
Excellent communication and writing skills with good command of English
Ability to write papers independently within tight deadlines
Strong interpersonal skills with ability to connect and engage at all levels
Resourceful, result-focused and meticulous
Self-motivated team player with strong administrative skill
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