We're representing a private healthcare group expanding across Singapore — new facilities, growing clinical and corporate teams, and a talent shortage that isn't cyclical, it's structural. They've been hiring reactively for two years; now they want the person who turns recruitment from a scramble into a system. This is for the TA professional who's watched AI eat the screening work and knows exactly what's left: the strategic, human, relationship-driven craft that machines can't do — and that finally deserves a seat, not a requisition queue.

What You'd Own

Own end-to-end talent acquisition across clinical and corporate hiring — strategy, pipeline, and the numbers
Build sustainable talent pipelines for the roles that never stop being hard: nursing, allied health, specialist clinical
Lead employer branding so the group competes on story and culture, not just salary bands
Run structured, humane hiring — interview capability in managers, candidate experience that protects the brand
Deploy TA technology and AI screening tools thoughtfully — automation where it helps, judgment where it matters
Partner HR leadership on workforce planning: what to hire, what to build, what to borrow

What You'll Bring

6–10 years in talent acquisition
Experience recruiting in shortage markets — healthcare ideal, but any structurally tight talent pool respected
Fluency with modern TA stacks (ATS, sourcing tools, AI screening) and clear views on their limits
Employer branding chops: campaigns you've built, with the pipeline numbers to show for it
Command of Singapore hiring practice — MOM frameworks, fair consideration, healthcare licensing awareness a plus
A growth mindset with new technology — you learn the tools before you're told to, and you're honest about what you don't know yet
The ability to give feedback that lands and receive it without armour
Stakeholder management across functions — you keep the right people close, informed, and on side
Communication skills that hold up with senior leaders — clear, concise, and credible in the rooms where decisions get made

You'll Thrive Here If

You believe the future of TA is strategic advisory, and you're ready to prove what that looks like
You'd rather solve the talent shortage than complain about it
You want your work measured in filled critical roles and retained hires, not requisitions closed

Compensation: S$7,000–8,500/month + bonus. Hybrid, Singapore.

Data Privacy & Consent

The Talent Lever collects, uses, and discloses the personal data you submit with your application in accordance with Singapore's Personal Data Protection Act 2012 (PDPA). Your data will be used to assess your suitability for this role and for related recruitment purposes, will be shared with our client only with your prior knowledge, and will be retained for up to 24 months unless you request earlier deletion. You may withdraw consent, or request access to or correction of your personal data at any time.

By applying, you also consent to receive communications from The Talent Lever about job opportunities and career development resources that may suit your profile. You can opt out at any time.

Don't tick every box Apply anyway. Most people won't put themselves forward unless they meet every line, we'd rather you did. We know our clients well. If you're close, we'll champion you and advise them accordingly.

Senior Manager Talent Acquisition