Senior Assistant Director / Assistant Director (Talent Development & Leadership

[Cluster’s Description] The Leadership Development Cluster oversees the Leadership and Talent Development policies at the Public Service level, to achieve the following key outcomes: 1. Effective and High-Performing Leaders & Leadership Teams who deliver with excellence today and innovate for tomorrow 2. Leadership Corps with Greater Diversity in experiences, skillsets & perspectives 3. One Public Service Leadership with a common purpose, identity and values We do so by ensuring that our leadership development (LD) policies are fit-for-purpose. This includes how we identify, develop, and engage senior public service leaders and leadership talents on the central leadership programmes (the Administrative Service and Public Service Leadership Programme). We do so in close partnership with our training partner, the Civil Service College as well as the HR community and leaders across the Public Service.

[Specific Job Responsibilities] You will be responsible for leading a team that manages cross-cutting talent development and leadership culture policies and initiatives for the leadership community, particularly for senior leaders, the Administrative Service (AS) and the Public Service Leadership Programme (PSLP). You will work closely with other teams in PSD’s Leadership Development Group (LDG), institutes in the Civil Service College (CSC) and public sector agency HRs to ensure that there is a coherent and coordinated approach towards talent development and leadership culture across the leadership pipeline. Key responsibilities include: • Curating and facilitating appropriate learning and development (L&D) opportunities for the leadership community, in partnership with CSC and other training providers; • Planning and implementing major engagement touchpoints to strengthen the collective identity and leadership culture among the leadership community. This includes managing major engagement platforms such as leadership forums, dialogue sessions with leaders across various sectors, peer learning events, bilateral Civil Service exchange programmes as well as other talent networking platforms. • Working closely with other LDG teams and public agencies to support the overall talent management experience for the AS, PSLP and senior leaders In the course of work, you will be exposed to various aspects of talent management, leadership development, human resource management as well as organisational development. You will work closely with Public Service Leaders, HR counterparts in public agencies and CSC to develop various L&D, engagement and talent management initiatives. You will also be expected to socialize the leadership community to emerging priorities and policy changes by building and maintaining networks with officers in our talent programmes.

[Work Experience & Competencies] The ideal candidate should have at least 5 years of work experience in HR and/or organizational development in the public sector, with at least 2 years of team leadership experience. You should be comfortable leading a team that functions at the intersection of policy, ops and stakeholder management. Familiarity with business process re-engineering, change management and/or HR tech tools would be a plus. You should also possess the following competencies: [Thinking Clearly & Making Sound Judgement] Strong written and verbal communication skills to meaningfully engage internal and external stakeholders, including senior management. [Working Effectively with Citizens & External Stakeholders] Ability to build strong networks and connections with other organisations & partners in the HR landscape, to co-create and deliver engagement, attachment and development opportunities [HR Business Partnership] • Advise senior leadership within organisation on HR strategies and initiatives required to achieve organisational business priorities and desired outcomes. • Guide team to develop forward-looking and holistic HR initiatives in support of organisational business priorities, while taking into consideration alignment with whole-of-government HR policies and practices. [Learning & Development] • Set the direction for the organisation’s learning and development strategies to meet the current and future needs of the organisation. • Secure buy-in from senior management and leaders on the organisation’s learning and development strategies. [Organisational Development & Culture Building] • Advise senior management on leading change and culture building. • Champion culture building efforts within the organisation. • Align priorities of HR functional teams with the OD teams. [Employee Experience] • Oversee service design workstreams to ensure they meet user’s needs and organisation’s goals. • Oversee the end-to-end life cycle of employees (from candidate experience to onboarding and offboarding) to ensure a seamless and positive experience coherent with the employee value proposition, organisational brand and culture. Successful candidates will be offered a 2-year contract in the first instance.