Senior Principal Consultant, Leadership Innovation

[Cluster’s Description] Leadership Development Group (LD) in PSD helms leadership development policies, operations, partnerships and engagement, covering Senior Leaders, the Administrative Service and the Public Service Leadership Programme to achieve the following key outcomes: • Effective and high-performing leaders and leadership teams that deliver with excellence today and innovate to be future-ready • A Public Service leadership corps with diverse experiences, skillsets, and perspectives • One Public Service leadership with a common purpose, identity, and values The Leadership Innovation Cluster is part of LD and focuses on driving innovation in leadership and talent development at the Public Service level. We incorporate leadership science and data-driven practices in leadership development, from the identification of emerging leaders to the development of senior public service leaders. We work in close partnership with the Civil Service College (CSC), the HR community, and leaders across the Public Service.

[Specific Job Responsibilities] • Lead a team of consultants to develop and deliver a baseload of interventions (e.g., coaching, developing leadership curriculum, curating resource guides) to support Public Service Leaders and their leadership teams • Engage and advise agency leaders on leadership development outcomes and processes • Work with agency leaders to diagnose and develop solutions for their leadership challenges; provide coaching to leadership teams to drive leadership development within the agency • Establish plans and operationalise individual career development conversations and engagement of leaders at different levels, together with the PSD LD team • Develop and share best practices that leaders and agency HR can adopt to develop their leadership pipeline

[Values] We are looking for self-motivated individuals who value integrity and teamwork and take pride in going the extra mile to provide excellent service. [Work Experience & Competencies] The ideal candidate should possess the following: • Experience in engaging senior leaders in the public and/or private sectors, team coaching, consultancy and leadership development advantageous • [Talent Management and Succession Planning] Ability to identify, manage, develop and retain talent (e.g., high-potential and/or high-performing officers including scholars for leadership/pivotal roles in the organisation) to ensure the success of organisation in the future. This includes developing a plan to ensure healthy leadership succession. • [Learning and Development] Ability to identify learning needs and create/curate meaningful interventions and strategies that are aligned to organisational needs to develop a capable workforce. This might involve competency modelling, learning and development planning, learning needs analysis, and learning effectiveness evaluation. • [Thinking Clearly and Making Sound Judgements] Ability to connect the dots to develop a deeper appreciation of key issues; diagnose problems and identify possible solutions; and make sound and timely decisions. • [Working Effectively with Stakeholders] Ability to engage, influence and mobilise stakeholders towards a common purpose. Strong written and verbal communication and presentation skills. [Other Traits] • Resourceful Successful candidates will be offered a 2-year contract in the first instance.