Senior Manager, People Development (HRD)

What the role is:

Join the HR team in SSG that undertakes strategic HR, designs and implements various HR policies, initiatives and best practices to attract, develop and retain employees. All these and more so that we enable divisions in SSG to deliver our organisational goals and mission, and make SSG a Great Place to Work for our employees! Be part of the team that takes care of the people taking care of Singapore’s workforce!

What you will be working on:

Role Overview:

• Part of the People Development (PD) team in HRD that develops and implements SSG’s approach, strategies and initiatives in growing and developing our people. The work of the PD team includes areas such as career development, learning and development, leadership and executive development to build organisational capabilities and enhance staff competencies to support SSG’s mission and strategic goals.
• The jobholder identifies, curates and reviews learning and development initiatives to equip the workforce with competencies to perform their tasks well and in managing their own career development; monitors and reviews the impact of learning and development strategy and initiatives on organisational outcomes.

Key Responsibilities and Competencies:

• Learning & Development
• Review and recommend changes to organisation’s learning and development initiatives (including policies, practices, programmes and processes) in view of changing internal and external trends and needs.
• Initiate and facilitate discussion with divisions and senior management to identify current and emerging learning and development needs and opportunities, based on understanding of internal and external trends.
• Develop and align learning and development strategies to the business goals of the organisation and Public Service.
• Implement the end-to-end delivery of learning interventions (e.g. training needs analysis, design and contextualisation, delivery, evaluation etc).
• Monitor and assess the impact of the learning and development strategy and initiatives on organisational outcomes.
• Use of data to review and report (including using dashboards) effectiveness of learning and development initiatives.
• Career Development
• Formulate the career development approach and framework for SSG to address workforce’s competency gaps and uplift overall workforce capabilities to meet organisation’s business needs and transformation, aligned to public service career development directives, initiatives and transformation goals.
• Lead the implementation of competency-based career development initiatives to support employees’ career development aspirations and growth.
• Guide and support employees’ understanding of their career development needs and options.
• Review and evaluate the effectiveness of existing career development programmes and pathways and recommend changes where needed.
• Engage internal and external stakeholders to obtain buy-in and facilitate adoption of career development initiatives.
• Uplift career development capabilities in the organisation, including at management and leadership levels.
• Competency Framework Development
• Review, develop and implement SSG’s Competency Framework comprising foundational knowledge and skills, core, functional and leadership competencies.
• Support job analysis and identifying competencies for job profiles where necessary.
• Project manage SSG’s Competency Driven Growth efforts.
• Identify and develop emerging competencies aligned with SSG’s organisational priorities and trends.

What we are looking for:

• Possess the required competencies to execute the job duties proficiently.
• Minimum 6 years of relevant HR experience in learning and development, competency framework development, career development, workforce capability building, and policy and programme formulation.
• Strong analytical, strategic thinking and interpersonal skills.
• Proficiency in data analytics and expertise in project management and implementation.
• Self-driven, organised and meticulous with commitment to deliver high quality work.
• Technological savvy and comfortable in handling HRIS system (Workday) matters pertaining to people development processes and modules.
• Strong partnership and communication skills, including outreach mailers to staff on people development matters.
• Candidates with IHRP-CP certification are encouraged to apply and preferred.