The Strategic HR & Workforce team is looking for a Senior Manager / Assistant Director (HR Futures & Workforce Planning) to drive staff structure reviews across MHA’s uniformed and civilian schemes. This includes partnering Home Team Departments (HTDs) to ensure their staff structures and jobs are right-sized and shaped to meet current and future needs, against the backdrop of tighter resource constraints and as the Home Team looks into the next bound of our transformation efforts for 2030 and beyond. The work also involves leveraging data to inform analyses and assessment of staff structure proposals, managing project timelines and stakeholders [within MHQ, HTD, Public Service Division (PSD)], as well as working on HR projects to improve the overall process.

(a) HR Business Partner to HTDs on staff structure design 1. Consultancy and advisory work with HTDs on staff structure design, including communicating the key principles and intents. 2. Partnering HTD in leveraging data (e.g. workforce profile statistics) to ensure fit-for-purpose staff structure design; strengthening their narratives and supporting HTDs in addressing PSD’s concerns and clarifications on their proposals. (b) Ensuring HTD staff structure review proposals are sound and sustainable to meet MHA's current and future needs Put together HRD’s assessment to MHA’s senior management on HTD’s proposed staff structure, taking into consideration organisational design principles, similar jobs across MHA / civil service and MHA-wide priorities. This includes leveraging data to inform analyses on the appropriate staff structure shape, size, reporting lines. It also includes working with HTDs to brief MHA senior management and reviewing staff structure related policies and approaches for MHA (e.g. developing assessment angles and indicators to support assessments on the health and sustainability of MHA's staff structure across key job categories). (c) Other HR projects Work with the team to review and enhance MHA's staff structure review processes e.g. partnering PSD and HTDs to streamline the governance processes; exploring ways to tap on new technology (e.g. leveraging natural language processing tech to size jobs) and exploring possible partnership with vendors (e.g. external consultants with job grading expertise).

• Intellectual curiosity • Problem-solver and critical thinker • Strong team player and able to collaborate well with others • Strong verbal and written communication • Excellent stakeholder management, including empathising with stakeholders, and influencing and building buy-in. • Basic data analytics skills a must (e.g. basic data manipulation, analysis, and visualisation to create actionable insights, and leveraging data and evidence to influence and build buy-in) • Desire and capacity for learning and putting them into action • Competency or experience in any of the following will be an added advantage: o HR policy and manpower / workforce planning o Organisational design / job grading and evaluation o Systems thinking and change management o Manpower modelling o Futures work

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