Snr Assistant Director/ Deputy Director (In-Employment Upgrading & Job Redesign)

Reporting to the Director (Workforce Development), you will provide leadership and strategic direction to the In-Employment Upgrading team in the Workforce Development cluster in PSD.

You will lead the In-Employment Upgrading team to work with public agencies to implement workforce development initiatives at the sectoral and agency level to help them transform the workforce and be more future-ready. The team works to enhance the relevance and diversity of public officers’ skills, partnering with public agencies and training providers to scope and implement in-employment skills training and conversion initiatives, competency-based HR management, and other workforce development strategies (e.g. job rotation).

You will lead the team to:

·       Work with agencies to translate business priorities into workforce development strategies and implementation plans at the functional, sectoral and agency levels

·       Work with agencies to identify competencies needed for their jobs, and support the implementation and use of competencies across HR processes such as recruitment, in-employment training and performance management

·       Partner functional and sectoral leaders in the development and refresh of competency frameworks and supporting resources

·       Partner CSC at a strategic level to fund for outcomes and drive performance

·       Drive workforce initiatives by identifying internal workforce needs and working with partners to develop, implement and drive adoption of workforce development solutions, such as short-term immersion programmes, gig work, structured job rotation and talent attachment programme

·       Drive skills-based volunteering among public officers by partnering with people sector organisations to create and mainstream volunteering opportunities

·       Track progress and drive continuous enhancement of career development programmes to develop an agile and skilled workforce

·       Manage workforce development projects and partnerships

Other Workforce Development Initiatives

·       Work with key stakeholders to curate developmental opportunities for public officers, including developing relevant policies and processes to facilitate implementation

·       Manage the communications and marketing of these developmental opportunities and attend to queries from public officers and agencies

Requirements

We are looking for self-motivated individuals who value integrity, teamwork and take pride in going the extra mile to provide excellent service.

[Key Competencies]

 [Thinking Clearly and Making Sound Judgements] Strong analytical and critical thinking abilities. Able to make sound and timely decisions. Thinks ahead to anticipate issues, identify opportunities and appreciate implications.

[Working Effectively with Stakeholders]: Work effectively with and mobilise stakeholders to act and deliver outcomes. Creates and promotes opportunities for collaboration across organisational boundaries. You should possess strong written and oral communication skills to influence stakeholders towards common outcomes.

[Competency Framework Development & Application]: Develop and refresh competency frameworks to define observable behaviours that lead to effective performance on the job. Contextualise and apply centrally-developed competency frameworks to the relevant HR functions.

[Career Development]: Develop and implement career development strategies, frameworks, and programmes with the aim of i) helping employees build meaningful careers as they journey within and beyond the Public Service, and ii) building workforce capabilities to achieve current and long-term organisational goals. Examples of such strategies or initiatives include managing reskilling, internal transfers, voluntary and involuntary exits, retirements and re-employments.

[Learning & Development]: Identify learning needs and create/curate meaningful interventions that are aligned to organisational goals and strategies in order to develop a capable workforce. This might involve competency modelling, learning and development planning, learning needs analysis, and learning effectiveness evaluation.

[Tech Excellence]: Leverage technology and digital tools as core enablers to optimise and enhance HR functions, in order to create a high-performing future-ready organisation. This includes fostering a tech-focused and ‘digital-by-default’ culture in the HR team in line with industry and market trends.

[Work Experience & Knowledge]

·       At least 10 to 15 years of working experience, with at least 5 years in a supervisory role

·       Strong stakeholder engagement and collaboration skills

·       Experience in formulating, reviewing and shaping manpower policies

·       Experience in developing and implementing competency frameworks for key HR processes is preferred

·       Knowledge of manpower and workforce trends and practices will be added advantages