Senior Executive/manager
2 weeks ago
**What the role is**
- The Leadership Development Cluster oversees the Leadership and Talent Development policies and approaches at the Public Service level, to achieve the following key outcomes: - Effective and High-Performing Leaders & Leadership Teams who deliver with excellence today and innovate for tomorrow - Leadership Corps with Greater Diversity in experiences, skillsets & perspectives - One Public Service Leadership with a common purpose, identity and values We do so by ensuring that our leadership development (LD) approaches are fit-for-purpose. This includes how we identify, develop, and engage senior public service leaders as well as emerging leaders on the central leadership programmes (i.e. 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.
**What you will be working on**
- [Specific Job Responsibilities] - You will drive the management and implementation of HR management framework and policies related to leadership and talent development within the Public Service. - You will formulate, implement, and review appointment processes and strategies to build a strong pipeline of leaders for the public service. This will be done in close partnership with HR Divisions in various public agencies. - You will implement and review HR policy frameworks for appointment to Public Service Leadership positions to ensure that the Service has a pipeline of strong and bold leaders with the right attributes and capabilities. - You will work with key stakeholders to execute and operationalise HR processes/policies which may include implementation of reward strategies and creating a plan to ensure healthy succession bench-strength of the public service. - You will be expected to keep abreast of latest developments in the talent development within and outside of Public Service, and review processes, strategies and approaches where necessary to ensure that they are progressive and relevant to our operating context.
**What we are looking for
-
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