Senior Lead Analyst (Compensation and Organisational Design), HR Policy, PSD

PSD’s HR Policy cluster is reimagining HR policies, including compensation and benefits, talent attraction, development, performance management, for Singapore’s biggest employer – the public service and its 153,000 officers. We’re rethinking how policies, operations and tech could look like for a multi-generational workforce, against the backdrop of career tour-of-duties and tech disruption. Play a driving role in enabling a diverse, flourishing public sector workforce that continues to deliver great policies, initiatives and services, for the next 60 years.

You’ll be part of a talented team of policy analysts to ensure that our compensation and organisational design policies don’t just keep pace – they lead the way, ensuring that we attract the best talent for the job, while balancing fiscal prudence and innovative enough to cater to evolving trends such as job fractionalisation. The short feedback loop means that you land tangible impact, quickly, on the ground. You will: • Do the end-to-end of policy development and implementation: From understanding the need, developing policy solutions, operationalising through agencies and systems, closing the feedback loop and iterating policies • Develop deep expertise and specialist knowledge in (a) formulating performance and market-based rewards framework and compensation packages and (b) organisational design, organisational structure planning, job grading/evaluation methodologies • Develop your acumen for national-level strategic considerations, future needs, labour and market trends that informs policies, implementation and framing • Advocate and share best practices and thought leadership in how Public Service compensation policies and strategies can evolve to meet future needs • Forge meaningful partnerships with key stakeholders, such as HR leaders, senior management of agencies and HR systems teams, to land your team’s policies • Manage agencies’ clarifications, requests and appeals, and innovate on the operational and tech front, to free up time for more value-adding work • Have opportunities for stretch assignments that involve cross-cluster collaboration on areas such as compensation, performance management, rotations, ops and tech

• Strong analytical abilities, data-driven with detail orientation. Comfortable with quantitative analysis, particularly in Excel • Curiosity about problems, the drive to follow analyses to their logical conclusion, and resourcefulness to navigate the prevailing policy context to design and implement effective and timely solutions. Ability to understand historical precedent in context, determine applicability to current scenarios, and triangulate against current best practice to design effective and timely solutions. • Strong communicator in written, slides and spoken form. o Ability to communicate complex issues and policy solutions clearly and concisely to various stakeholders. Possess strong writing and verbal communication skills. Willingness and drive to effectively engage a range of stakeholders (e.g. public officers and HR practitioners) to ensure that policy is successfully implemented. o Ability to extract and distil complex analysis into key decision points for senior stakeholders. • Bias for action and relentlessly resourceful in getting things done • Value integrity, teamwork and take pride in going the extra mile • At least 2 years of experience in policy development or HR work, preferably with some experience in the related areas of compensation and job grading/evaluation, as well as organisational design and organisational structure planning. o [HR Policy] Ability to advise and take the lead on holistic HR policy reviews involving interrelated HR policies and processes, while considering potential implementation issues. Appreciation of the dynamism between different areas of HR policies and how they interrelate as an ecosystem. o [Compensation] Knowledge and appreciation of compensation principles and practices to lead the reviews of compensation programmes and initiatives. Experience in salary benchmarking, salary structure and incentives design will be beneficial. o [Organisation Design] Ability to design and conduct organisational diagnosis and strategic visioning with stakeholders to assess and analyse current state and needs. Ability to integrate different job grades to develop the proposed organisation structure. o [Total Rewards] Ability to understand, develop and design total rewards strategies that are aligned with the organisation’s employee value proposition, drive high organisation performance and promote retention. • Experience in policy and/or government a plus • Understanding of tech and innovation a plus o Familiarity with data processes a plus. This entails understanding best practices, engaging stakeholders to co-create a portfolio of standard and customised data products, and working with systems and processes to ensure that data is captured and analysed in a way that is useful to stakeholders. Applicants will typically be notified on whether they are shortlisted or not within 4 weeks of the closing date of the job posting. Successful candidates will be appointed on a 2-year contract in the first instance.