Senior Lead Analyst

**What the role is**
- The Public Service faces a more challenging operating context with increasing geopolitical, economic, financial risks, rising domestic needs, and a more vocal, diverse citizenry. Tightening resource constraints, especially manpower, necessitate an accelerated pace of workforce transformation to ensure we remain a lean, skilled and agile Service. The traditional notion of a lifelong (or career) civil servant is increasingly being challenged by the need for a greater diversity of talent, skills and experiences, with public agencies needing to hire more mid-careerists and contend with a highly mobile workforce.
Taken together, the changing operating and manpower contexts have contributed to an evolving landscape of organisational and employee needs. Our HR policies need to better support “net-like” career development pathways to enable officers to reskill throughout their longer career spans. Such HR transformation efforts are necessary to strengthen the public sector’s overall employee value proposition and enable the Public Service to attract and retain its fair share of talent.
PSD’s HR Policy cluster develops policies relating to appointments, movements, benefits, compensation, and performance management. We take reference from best practices globally to ensure that our public sector can continue to attract, develop, retain, and motivate the right talent to build a successful and vibrant Singapore for the next generation.
If you share our passion in shaping a first-class Public Service, we welcome you to join us

**What you will be working on**
- As a Senior Lead Analyst (Appointments and Movements), you will be part of a dynamic team driving the review, development and implementation of HR policies related to appointments and movements, to ensure these policies remain relevant, progressive and sufficiently flexible to account for the diverse needs of agencies and public officers. You will need to:

- Analyse relevant HR and workforce data and trends to identify gaps in existing HR policies.
- Partner public agencies to review existing policies and develop and implement HR policies and programmes.
- Leverage technology and HR IT systems to achieve policy outcomes, including improving operational efficiency.

You may also be called upon to lead strategic policy reviews that involve cross-cluster collaboration.

**What we are looking for**
- We are looking for self-motivated individuals who thrive in a fast-paced environment and take pride in going the extra mile to see through the end-to-end process from the public officer and HR officers’ perspectives.
Experience in HR will be an advantage but is not a requirement.
[Key Competencies]

- Curiosity about problems, the drive to follow analyses to their logical conclusion, and the resourcefulness to navigate the prevailing policy context to design and implement effective and timely solutions
- Ability to understand historical precedent in context, determine applicability to current scenarios, and triangulate against current best practice to make recommendations
- Willingness to learn legal instincts and principles to help navigate legal and contractual requirements to arrive at practical policy solutions
- Logical reasoning, analysis, and strong sensitivity to numbers / data processing
- Comfort with quantitative analysis
- Ability to extract and distil complex analysis into key decision points for senior stakeholders
- Meticulous with an eye for detail
- Strong communication & engagement skills
- Willingness and drive to effectively engage a range of stakeholders to ensure that policy is formulated taking into account their perspectives and needs, and is successfully implemented thereafter
- Ability to communicate complex issues and policy solutions to stakeholders
- Self-starter and strong team player who is able to both work independently and in collaboration with others
- Ability to advise and take the lead on holistic HR policy reviews involving interrelated HR policies and processes, while considering potential implementation issues
- Appreciation of the dynamics between different areas of HR policies and how they interrelate as an ecosystem
- Ability to design and review employee experiences to ensure that policies are implemented with empathy and take into account the needs of the different groups of public officers