Job Summary

New Leaf Medical Complex is seeking a strategic, people-focused, and results-oriented Senior Talent Development Officer to strengthen our Human Resources and Talent Development function.

The Senior Talent Development Officer will support the full employee talent lifecycle, with a strong focus on Talent Acquisition, Learning & Development, Service Culture Implementation and Activation, Career Pathing, Continuing Professional Development (CPD), Performance Management, and Healthcare Workforce Development.

The role will work closely with clinical and non-clinical departments to build a high-performing, service-oriented, continuously developing workforce and ensure that NLMC’s values and service standards are translated into daily employee behaviours and patient experiences.

Candidates with direct HR/Talent Development experience in hospitals, medical centers, clinics, or other healthcare organizations are strongly preferred.

Key Responsibilities

1. Talent Acquisition & Recruitment

• Coordinate end-to-end recruitment activities for clinical and non-clinical positions.
• Develop effective sourcing and selection strategies based on workforce requirements.
• Prepare job descriptions, screening criteria, interview tools, and selection documentation.
• Coordinate competency-based interviews, assessments, and selection processes.
• Work closely with department heads to identify current and future talent requirements.
• Maintain talent pools for critical and future positions.
• Support effective onboarding and integration of newly hired employees.
• Monitor recruitment effectiveness, quality of hire, and time-to-fill.
• Ensure recruitment processes are aligned with organizational standards and workforce plans.

2. Learning & Development

• Conduct regular Training Needs Assessments (TNA) for clinical and non-clinical departments.
• Develop and implement annual Learning & Development plans aligned with organizational and departmental priorities.
• Coordinate employee orientation, induction, mandatory training, technical training, soft-skills training, and professional development programs.
• Identify competency and skills gaps and recommend appropriate training, coaching, and development interventions.
• Coordinate internal and external training programmes.
• Evaluate training effectiveness and learning outcomes.
• Maintain accurate employee training and development records.
• Support continuous learning and professional development across the organization.
• Align learning initiatives with healthcare quality, patient safety, service excellence, and organizational priorities.

3. Service Culture Implementation, Activation & Follow-Up

• Support the implementation and activation of NLMC’s Service Culture in collaboration with designated Service Culture stakeholders.
• Coordinate with Service Culture stakeholders to ensure service standards, values, and expected behaviours are communicated and understood by employees.
• Support the rollout of Service Culture initiatives, activities, and employee activation programmes.
• Conduct regular follow-up with Service Culture stakeholders regarding implementation progress, employee participation, and identified gaps.
• Support monitoring and reinforcement of agreed Service Culture standards and expected employee behaviours.
• Facilitate follow-up actions with relevant stakeholders where implementation gaps or non-compliance are identified.
• Support coaching, reinforcement, and corrective development activities in coordination with Service Culture stakeholders.
• Collect and consolidate feedback, observations, and implementation updates from Service Culture stakeholders.
• Maintain appropriate records of Service Culture activities, employee activation, follow-up actions, and progress.
• Prepare periodic reports on Service Culture implementation, activation, follow-up, and reinforcement.
• Support continuous improvement of Service Culture initiatives based on stakeholder feedback, employee engagement, and implementation findings.

4. Career Pathing & Talent Development

• Develop and maintain clear career pathways and career progression frameworks for clinical and non-clinical employees.
• Establish career progression criteria based on competencies, qualifications, experience, performance, and professional development.
• Support employees in identifying career development opportunities.
• Develop and monitor Individual Development Plans (IDPs).
• Identify high-potential employees and support structured talent development initiatives.
• Support internal mobility, promotion, succession planning, and talent pipeline development.
• Link career development with employee performance, competencies, and workforce requirements.
• Support managers in identifying and developing future talent.

5. Continuing Professional Development (CPD)

• Develop and coordinate Continuing Professional Development (CPD) activities for healthcare professionals.
• Maintain accurate CPD participation and completion records.
• Coordinate CPD activities with clinical departments and relevant professional bodies.
• Monitor professional development requirements for healthcare employees.
• Support continuous professional learning for physicians, nurses, laboratory professionals, pharmacy staff, allied health professionals, and other healthcare employees.
• Track CPD participation and identify professional development gaps.
• Evaluate the effectiveness and impact of CPD activities on employee competency and service quality.
• Promote a culture of continuous professional learning and development.

6. Performance Management & Employee Evaluation

• Coordinate and administer the employee performance management cycle for clinical and non-clinical employees.
• Manage the 60-Day Probation Performance Evaluation process for newly hired employees.
• Coordinate the 6-Month Performance Evaluation process to assess employee performance, competency, KPI achievement, and development needs.
• Support managers and department heads in setting clear KPIs, objectives, and performance standards.
• Ensure performance evaluations are completed accurately, objectively, and within established timelines.
• Review evaluation results to identify performance gaps, competency gaps, training needs, and development opportunities.
• Develop and monitor Performance Improvement Plans (PIPs) where required.
• Link performance evaluation results with training, career development, promotion, recognition, and succession planning.
• Maintain accurate and confidential performance evaluation records.
• Prepare performance reports and analyze performance trends for management.
• Guide managers on fair, objective, and evidence-based employee evaluation.
• Promote continuous feedback, accountability, professional growth, and excellence.

Performance Development Cycle:
60-Day Probation Evaluation → 6-Month Performance Evaluation → Continuous Feedback → Development/Coaching → Performance Improvement → Periodic/Annual Review

7. Healthcare Workforce & Competency Development

• Identify competency requirements for clinical and non-clinical healthcare positions.
• Support the development and implementation of competency frameworks.
• Coordinate role-specific competency assessments and development programmes.
• Work with clinical leadership to identify critical workforce capability gaps.
• Support development programmes for medical, nursing, laboratory, pharmacy, technical, administrative, and support teams.
• Align workforce development initiatives with patient safety, quality of care, service excellence, and organizational standards.
• Support the development of a competent, accountable, and patient-centred healthcare workforce.

8. Talent Analytics, Reporting & HR Data

• Maintain accurate talent acquisition, training, CPD, performance, career development, competency, and Service Culture records.
• Prepare regular Talent Development reports for management.
• Monitor key talent metrics, including:
• • Recruitment effectiveness
  • Time-to-fill
  • Quality of hire
  • Training completion
  • Training effectiveness
  • CPD participation
  • Performance evaluation completion
  • Employee development progress
  • Internal promotion and mobility
  • Employee retention
• Track Service Culture activation, participation, follow-up, and reinforcement activities.
• Develop HR dashboards and analytical reports to support evidence-based decision-making.
• Provide management with actionable recommendations based on talent and performance data.

9. Employee Engagement & Talent Retention

• Support initiatives that improve employee engagement, motivation, recognition, and retention.
• Identify development opportunities that contribute to employee satisfaction and career growth.
• Support employee feedback and development discussions.
• Support recognition initiatives for employees demonstrating outstanding performance and commitment to organizational values.
• Promote a culture of continuous learning, accountability, professionalism, collaboration, and excellence.
• Support initiatives that strengthen employee commitment and organizational culture.