Manager (In-employment Upgrading and Job Redesign)

**What the role is**
- [Hiring Cluster’s Description & Reporting Lines]
Reporting to the Assistant Director (In-Employment Upgrading and Job Redesign), you will be part of the Workforce Development cluster in PSD.
- As a Manager (In-Employment Upgrading and Job Redesign), you will work with public agencies to translate public sector business goals into upskilling strategies to support public officers to be more future-ready to support evolving business needs amidst tighter resource constraints.
- Work with key stakeholders to architect, design, and jointly implement workforce development interventions and enablers that support public sector agencies to upskill their officers in emerging areas and competencies.
- Oversee end-to-end conceptualization to implementation of workforce development interventions at WOG level (e.g. CSC learning courses, development opportunities i.e. Short-Term Immersion Programme (STIP), Gigs and Structured Job Rotation (SJR), Public Service 4 Good (PS4G), One Talent Gateway, and Training policies including IM2M).

**What you will be working on**
- [Job Responsibilities]
- Business Development: Build strong relationships with potential stakeholders as well as identify and create proposals that can improve the supply and adoption of developmental opportunities which are tailored to the needs of agencies and officers. Oversee the onboarding of new stakeholders and manage stakeholder relationships. Provide timely and accurate reporting of supply and adoption developmental opportunities.
- Continuous Business Process Improvement: Analyse and redesign existing end-to-end business operations processes for developmental opportunities which include (i) identifying areas where process improvement is needed, (ii) determining solutions to streamline and automate the process, (iii) working with stakeholders to implement new technology/automated processes, (iv) training necessary stakeholders, and (v) driving change management (including Ops-Tech related) to ensure successful adoption of new processes. The end goal is to optimise processes and systems, which should result in improved productivity and better outcomes.
- Strategic Workforce Planning (SWP) and Governance of Functional Leaders (FLs): Understand and appreciate the work transformation of FLs and their respective job families. Facilitate FLs in conducting SWP by (i) working with Data Office to present the state of leadership and workforce for each job family, (ii) guiding FLs to identify key business strategies, key competencies required and perform gap assessment, (iii) guiding FLs on how to develop leadership and workforce development interventions, and (iv) catalysing SWP through the implementation and governance of FL workforce development deltas.
- Policy Review: Co-drive policy reviews for cross-agency dev opps and FL next bound with stakeholders such as HR policy unit, PMO-Strategy Group etc.

**What we are looking for**
- [Values]
We are looking for self-motivated individuals with a wide range of skills to fill this position. The officer must value integrity, teamwork and take pride in going the extra mile to provide excellent service.
[Key Competencies]
- [Working Effectively with Citizens and Stakeholders]: Work effectively with and mobilise stakeholders to act and deliver outcomes. Work collaboratively with both internal and external stakeholders to create and promote opportunities and be adept at carrying out business process reviews and implementations. Strong communication skills, organisational skills and ability to identify opportunities for business development.
- [Working as One Public Service]: Strong belief in the values and principles of the Public Service, thinking and acting beyond the cluster’s and agency’s work, strong commitment to serving Singapore’s national interest.
- [Tech and Digital Adopter]: Keeps abreast of emerging technologies and recommend employee-centric solutions. Collaborates with technology providers to design and implement digital solutions.
- [Analytics]: Comfortable with synthesizing large amount of quantitative and qualitative information to derive trends and provide evidence-based recommendations and insights.
- [Learning & Development]: Ability to identify learning needs and create/curate meaningful interventions that are aligned to organisational goals and strategies to develop a capable workforce. This might involve competency modelling, learning and development planning, learning needs analysis, and learning effectiveness evaluation.
- [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.

[Work Experience & Knowledge]

- At least 5 years of work experience in HR business operations, process review and automation.
- Work experience in business development and stakeholder management.
- Work experience in st