Senior / Lead Consultant (Leadership Innovation)

**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:
1. Effective and High-Performing Leaders & Leadership Teams who deliver with excellence today and innovate for tomorrow
2. Leadership Corps with Greater Diversity in experiences, skillsets & perspectives
3. 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 and leadership talents on the central leadership programmes (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]
- Drive capability development of PSD and Civil Service College (our training arm) (CSC), as well as agency heads and HR to enable Leadership Development (LD) transformation/adoption of (data-based/science-based) LD interventions.
- Engagement of agency heads on their senior leadership team 360 profiles (including scheduling of engagements and preparation of 360 profiles)
- Develop internal pool of resource persons (PSD/CSC officers/retired senior leaders) to engage senior leaders on their individual 360 reports as well as their agency senior leadership team 360 profiles
- Provide support to agencies to leverage Leadership Competency Frameworks (LCF) and 360 for LD via senior management team or HR workshops, and briefings to agency heads (within the Ministry family) as a group
- Drive innovation in LD for more data
- and science
- based LD interventions to strengthen leaders at the individual-, team
- and collective-levels. This includes scanning literature (both academic and business/management publications) and engaging leadership experts (e.g., academics, consultants or practitioners) to gather deep insights on leading practices and derive implications for LD policies and practices in the Public Service.
- Translate insights to inform design and development of new/refinement of existing LD policies and practices, design and run pilot studies, evaluate their effectiveness, and recommend whether to mainstream them in the Public Service.
- Leverage data to assess leaders and leadership teams to support decision-making and policy and programme design. This includes performing data analytics and presenting data via data visualisations, as well as supporting workstreams that ensure timely and accurate collection of data, database management, development of systems and dashboards to support decision-making.
- Develop new/refresh current LCFs and corresponding 360 feedback instruments to ensure relevance, validity, and reliability in capturing effective leadership behaviours, in partnership with external experts, CSC and the wider HR/LD community who implements the LCFs and 360s for leaders across the Public Service.

**What we are looking for**
- [Values]
We are looking for self-motivated individuals who value integrity, teamwork and take pride in going the extra mile to provide excellent service.
[Professional Experience & Competencies]

- [Research & Data Analytics] Ability to design and conduct research studies, including purposefully collect, manage and use data for statistical analyses to generate insights and recommendations for LD policies and practices in the Public Service. Going beyond data analyses to communicating research outputs accurately and succinctly to stakeholders using clear data visualisation techniques.
- [Learning & Development] Ability to 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 needs analysis, learning and development planning and learning effectiveness evaluation. Experience in the use of Leadership Competency Frameworks (LCFs) and 360 feedback tools would also be advantageous.
- [Thinking Clearly and Making Sound Judgements] Ability to connect the dots to develop a deeper appreciation of key issues, understand current realities and envision a better future state, identify options and make sound, timely decisions on a plan of action.
- [Working Effectively with Stakeholders] Ability to reach out, influence and mobilise stakeholders towards a common purpose, by engaging them to better understand ground issues and co-create solutions that work while balancing trade-offs. You should possess strong communication (written and verbal) and presentation skills to effectively engage and influence internal and external stakeholders at various levels.
- Formal training in a relevant discipline (e.g. Industrial-Organisational Psychology, Organisationa