People & Culture Officer

SUMMARY OF ROLE 

KEY PERFORMANCE  AREAS (KPA) 

The People & Culture Officer focuses on fostering a positive workplace environment that  supports employee engagement, wellbeing and overall organizational development.  The role is an integral part of an HR team that ensures that people-related processes,  practices, and culture align with the company’s values and goals. 

The incumbent is responsible for monitoring all aspects of and optimizing the  organization’s contingent workforce strategy. This includes handling temporary staff (locum staff) who contribute to the organization’s operations. The role will ensure that  the contingent workforce is aligned with the organization’s capability & skills needs,  ensuring flexibility, compliance, and efficiency in the use of external talent. 

The jobholder will build and implement workforce management processes, ensuring  high-quality service delivery while maintaining cost-effectiveness and regulatory  compliance. 

1. EMPLOYEE ENGAGEMENT & EXPERIENCE 

2. CULTURAL DEVELOPMENT & VALUES ALIGNMENT 

3. EMPLOYEE WELL-BEING & SUPPORT 

4. HR POLICIES & COMPLIANCE 

5. CONTIGENT WORKFORCE MANAGEMENT 

6. EMPLOYEE RELATIONS 

7. PERFORMANCE MANAGEMENT 

8. CONTINUOUS QUALITY IMPROVEMENT 

RESPONSIBILITIES EMPLOYEE ENGAGEMENT & EXPERIENCE 

• Develop and implement strategies to foster high levels of employee  engagement and satisfaction. 

• Design and conduct regular employee satisfaction surveys and focus groups to  gather feedback and measure the pulse of the organization. 

• Partner with Unit Managers to address employee concerns and proactively solve  issues related to culture, morale, and engagement. 

CULTURAL DEVELOPMENT & VALUES ALIGNMENT

• Drive initiatives to promote the company's mission, vision, and values across the  organization. 

• Ensure that the values of the Hospital are reflected in the day-to-day practices,  behaviors, and decision-making. 

• Organize and promote events, team-building activities, and social programs to  strengthen the culture of the Hospital. 

• Assist with innovative ideas toward workplace culture. 

• Assist with continued development of organisational culture and staff  engagement strategies.  

EMPLOYEE WELLBEING & SUPPORT 

• Design and implement wellbeing programs and services that support the  physical, mental, and emotional health of employees. 

• Provide guidance and resources to employees on work-life balance, stress  management, and personal development. 

• Promote initiatives such as wellness challenges, mindfulness sessions, and mental  health awareness campaigns. 

• Conduct and analyze an annual staff survey and develop and lead action plans  based on recommendations for improving motivation, health, and wellbeing. • Help organize internal team events, company celebrations, and well-being  initiatives. 

• Maintain HR documentation and improve administrative processes where  needed. 

• Support the HR team in projects related to employee engagement, diversity, and  company culture. 

HR POLICIES & COMPLIANCE 

• Ensure all People & Culture programs, policies, and processes are compliant with  legal and regulatory standards. 

• Assist in creating, implementing, and communicating HR Policies that support a  positive and productive work environment. 

• Monitor and address any compliance issues related to employee relations,  workplace safety, and harassment. 

• Participate in key strategic and operational discussions on human resources  issues, priorities, systems, processes, performance indicators, human resources  and budgets. 

• Assist in developing and updating the Human Resources policies, practices,  guidelines, manuals, processes and procedures while aligning with the TBH’s  strategic objectives and HR implementation plan. 

CONTIGENT WORKFORCE MANAGEMENT 

• Establish and implement a strategic plan for handling the contingent workforce  that aligns with organizational goals. 

• Collaborate with Heads of Departments and Unit Managers to understand  contingent workforce needs and plan for external talent acquisition. • Handle contingent workers effectively, including sourcing, onboarding, training,  performance tracking, and offboarding. 

• Optimize contingent workforce usage by balancing full-time employee  capacity and external talent needs.

• Ensure compliance with local labor laws, tax regulations, and organizational  policies regarding contingent workers and mitigate risks by implementing robust  governance structures. 

• Work with the Compensation & Benefits Officer to track expenses and ensure  that external talent is utilized efficiently. 

• Track and provide regular reporting on workforce costs and staffing efficiency  to Head of HR and Senior Management. 

EMPLOYEE RELATIONS 

• Act as a point of contact for employee concerns and grievances, ensuring fair  and timely resolutions. 

• Investigate grievances and disciplinary cases and provide mediation and grievance resolution support to address interpersonal issues or workplace  conflicts. 

• Ensure that company policies and procedures are consistently followed in  managing employee relations. 

• Provide advice and interpretation on policies and programs related to labour  relations matters. 

• Recommend and facilitate Industrial Relations training to general employees,  supervisors and management team. 

• Attend Union negotiations meetings and assist in negotiating collective  agreements, employment issues and policies. 

• Engage in constructive union management relationship and collective  bargaining processes. 

PERFORMANCE MANAGEMENT 

• Assist in designing, updating, and executing performance appraisal systems  (e.g., annual reviews, KPIs, 360° feedback). 

• Ensure alignment of performance tools with business objectives. • Coordinate appraisal timelines and ensure managers and staff adhere to  schedules. 

• Guide departments on how to complete performance evaluations accurately  and fairly. 

• Provide training on how to give constructive feedback. 

• Support line managers in setting SMART goals, KPIs, and personal development  plans. 

• Monitor employee progress against goals. 

• Identify high and low performers based on appraisal data and analytics. • Compile performance data to identify trends, skill gaps, or departmental issues and submit monthly reports to HR Manager with recommendations for  improvements. 

CONTINUOUS QUALITY IMPROVEMENT 

• Constantly be aware of work process problems or bottlenecks that prevent the  achievement of goals, objectives and targets 

• Take appropriate action in improving any process that will allow the reduction of  cost and/or improvement to quality, service and productivity 

• Actively participate in performance improvement and continuous quality  improvement (CQI) activities. 

• Collect feedback on the performance management system and recommend  improvements. 

• Stay up to date with HR trends and best practices in performance management. Perform other duties as assigned.

KEY  

PERFORMANCE  INDICATORS 

SKILLS AND COMPETENCY  REQUIREMENTS 

EDUCATIONAL  AND  LIMITS OF AUTHORITY 

• Operate within determined limits of authority in the achievement of the  strategic plan and any other agreed goals and objectives as approved by the  CEO 

Employee Engagement Score 

• Description: Measures the overall level of employee engagement and  motivation within the organization. 

Employee Turnover Rate (Voluntary and Involuntary) 

• Description: Tracks the percentage of employees who leave the organization,  either voluntarily or involuntarily. 

Employee Satisfaction (ESAT)  

• Description: Measures how satisfied employees are with their overall work  experience. 

Absenteeism Rate  

• Description: Tracks the frequency and rate of employee absences. 

Employee Net Promoter Score (eNPS)+  

• Description: Measures employees' likelihood of recommending the Hospital as a  great place to work. 

Appraisal Completion Rate  

• Definition: Percentage of employees who complete performance appraisals on  time. Target: 95–100% 

Time to Close Appraisal Cycle 

• Definition: Average number of days it takes to complete an appraisal cycle (start  to finish). 

• Target: Within 30–45 days 

• Ability to use Microsoft Office Suite (Word and Excel) 

• Understanding of Human Resource Management and Administration  procedures and processes 

• Demonstrated ability (5 years) in managing contingent or external workforce  programs, including vendor management and contract negotiation. • Sound knowledge of the labour laws and regulations. 

• Excellent vendor management and negotiation skills, with the ability to  manage multiple providers. 

• Excellent project management skills, ability to supervise multiple programs  simultaneously. 

• Ability to analyse situations, prepare reports and make appropriate  recommendations. 

• Analytical skills for assessing workforce data and making strategic decisions. • Strong project management, communication and leadership skills with the  ability to influence and work cross-functionally with HR, compliance and legal  teams. 

• High level of integrity and professionalism. 

• Must be pro-active, creative, self-driven and able to work collaboratively. 

• Be hands-on whenever there is a need to drive project results. 

• Degree in Human Resource Management, Management Studies or equivalent  relevant field.

PROFESSIONAL  QUALIFICATION 

• Strong understanding of contingent workforce management, including  knowledge of temporary staffing processes. 

• Proficiency in workforce management tools and systems and expertise in  compliance with labour laws and regulatory requirements.