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Manager (Chief HR Officer’s Office), Workforce Development

Careers@Gov
Agency: Public Service Division
Job no.: 534850
Work type: Permanent
Location: Singapore
Categories:Human Resources, Others, Policy Formulation

The Public Service Division (PSD) aims to build a first-class Public Service for a successful and vibrant Singapore. PSD stewards One Trusted Public Service by:

  • Developing strong leadership & engaged officers;
  • Building future-ready organisations; and
  • Promoting good governance;

to deliver excellent public services & enable effective government.

At PSD, we recognise that people are our greatest asset. As a people-oriented organisation, we believe that People are Our Pride, and we pledge to Serve with Integrity at Our Core.

People, Our Pride

  • We respect every person.
  • We value every contribution.
  • We work as a team.

Service, Our Pledge

  • We go the extra mile.
  • We seek feedback and suggestions.
  • We dare to learn and change.

Integrity, Our Core

  • We uphold fairness and honesty.
  • We stand for what we believe.
  • We take responsibility for what we do.

[Chief HR Officer’s Office (CHROO), Workforce Development Cluster]

The Chief HR Officer Office (CHROO) serves to professionalise HR in the Public Service and provide professional leadership to some 3,000 HR leaders and officers across the Public Service. We do so through the 5 ‘Cs’:

i. Building a One trusted HR Community;

ii. Uplifting Capabilities;

iii. Increasing Capacity to transform;

iv. Building Collaboration and benchmarking standards; and

v. Facilitating HR Career development and branding.

If you share our passion in shaping a first-class Public Service, we welcome you to join us!

[Your Role]

Reporting to the Deputy Director, your work will involve collaborating with stakeholders to plan and drive CHROO’s objectives. This includes driving and implementing initiatives under HR Functional Leadership. Your responsibilities include (but are not limited to) the following:

  • Develop and implement Strategic Workforce Planning for the HR profession in the Public Sector, taking into account how the Future of HR might look like e.g. future HR jobs and skills required, adoption of HR tech.
  • Establish key performance indicators to measure HR effectiveness for benchmarking across agencies and to evaluate the progress of HR transformation.
  • Strengthen HR leadership pipeline & talent management, especially in strategic HR capability areas, to drive and manage workforce transformation.
  • Develop and implement career development strategy and platforms (e.g. talent attachment programme) to attract and develop HR officers.
  • Drive competency-based recruitment & selection and learning & development of HR officers, based on the public sector HR competency framework, including working with HR professional bodies.
  • Design and organise platforms for learning and engagement, to build a skilled, trusted and well-networked HR community.
  • Formulate and execute an Organisation Development plan for the HR function which includes stakeholder engagement, change management, and capability building initiatives required for the HR transformation journey.

 

[Competencies Required]

(Communications & Relationship Management) Able to foster strong relationships with stakeholders, communicate effectively, and build trust, so as to effectively influence to develop and engage the HR community.

(Strategic Workforce Planning) Able to align strategies and policies for the public sector HR profession by determining and developing the HR workforce capacity and capability needed to support Public Sector Transformation.

(Talent Management) Able to identify and manage talents to retain and develop them for leadership/critical HR positions within the Public Service.

(Career Development) Able to develop and implement career development strategies, frameworks, and programmes for HR officers to thrive in meaningful careers that support their individual aspirations and growth as they journey with the Public Service.

(Facilitation) Able to design and guide conversations — be it with an individual or with groups, to allow for shared understanding of issues, and collective agreement on actions and decisions.

(Change Management) Able to develop change management strategies and plans to lower the barriers stakeholders face in accepting a change.

 

[Other Requirements]

  • 2- 3 years of human resource experience in a large organisation
  • Interest in shaping the development of the Public Service HR sector
  • Savvy with digital platforms for communication and engagement
  • Good interpersonal skills and able to adopt a collaborative yet agile approach to your work
  • Analytical, meticulous and possess strong writing skills
  • Team player, self-starter and can work independently in a dynamic environment

 

Only shortlisted applicants will be notified within 2 weeks after closing date.
Successful candidates will be offered a 2-year contract in the first instance.

Advertised:
Applications close:

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