Snr Mgr/Mgr (Board Governance, Leadership Engagement & Organisation Dev)

[What the role is]

We are looking for a Senior Manager/Manager (Board Governance, Leadership Engagement & Organisation Development) to anchor three critical enabling functions: Board Governance, Leadership Engagement, and Organisation Development. This is a multifaceted role that demands both strategic thinking and strong execution, suited for someone equally comfortable navigating the rigour of corporate governance and the nuance of people and culture work.

• You will serve as the backbone of HSA's board operations, ensuring sound governance and statutory compliance, while also working closely with senior leaders to build organisational alignment and strengthen leadership capability. At the same time, you will design and drive
• initiatives that shape culture, deepen employee engagement, and support the organisation through change.

This role offers a rare opportunity to work at the intersection of governance, leadership, and people excellence — with direct exposure to HSA's most senior stakeholders and the chance to make a meaningful impact on how the organisation functions and grows.

[What you will be working on]

The incumbent will be responsible for the following:

Board Governance & Leadership Engagement

Serve as Secretariat to the HSA Board, including planning meeting cycles, preparing agendas, board papers and minutes, and ensuring timely follow-up on resolutions.

Provide advice on corporate governance, statutory compliance, and board policies in accordance with public sector governance codes and standards.

Manage director appointments, onboarding, annual declarations, and board performance evaluations.

Design and execute leadership engagement strategies that cascade organisational priorities and foster alignment across functional units.

Organise and facilitate leadership forums and dialogue sessions to strengthen leaders' capabilities and collective alignment.

Organisation Development

Develop and implement organisation development interventions spanning internal communications, employee wellness programmes, and corporate social responsibility initiatives to foster a connected and cohesive workforce.

Drive regular employee engagement and feedback processes, including staff dialogue sessions, organisational diagnostics, and the design and delivery of people practices that shape the desired organisational culture and behaviours.

Develop and implement change management plans to support staff through organisational transitions, working with diverse stakeholders to translate plans into tangible outcomes.

Oversee the governance of research activities in accordance with regulatory requirements and the organisation's research policies and guidelines.

Contribute to the in-house editorial and design team for the production of the staff newsletter.

[What we are looking for]

Education & Experience

Background in Business Administration, Human Resource Management, Communications, or a related discipline.

At least 5 to 8 years of relevant experience, with demonstrated exposure to at least two of the following areas: board or corporate secretariat work, organisational development, change management, or internal communications.

Prior experience in the public sector or a regulated environment would be advantageous.

Technical & Functional Competencies

Sound knowledge of corporate governance principles and public sector governance frameworks, or a demonstrated ability to acquire such knowledge quickly.

Strong organisational development and change management capabilities, including experience designing and facilitating engagement sessions and culture-building initiatives.

Excellent writing skills, with the ability to produce clear, well-structured papers, minutes, and communications materials for both board-level and staff audiences.

Competent project manager who can handle multiple concurrent workstreams with rigour and attention to detail.

Key Attributes & Personality

High integrity and discretion — this role handles sensitive board, leadership, and staff matters, and the incumbent must be trusted to exercise sound judgement at all times.

Intellectually curious and adaptable, able to move fluidly between governance work that demands precision and people work that demands empathy and creativity.

Confident and credible in engaging senior stakeholders, while remaining collaborative and approachable with colleagues at all levels.

Self-directed and proactive, with the initiative to identify gaps and act on them without waiting to be told.

Resilient and composed under pressure, particularly when managing tight timelines around board cycles or organisation-wide initiatives.

Genuine passion for people and culture — not just as a professional interest, but as a personal conviction that organisations thrive when their people do.