Assistant Director/senior Manager, People

**What the role is**
- ServiceSG is a department in PSD that aims to serve citizens with heart and empathy, and places them at the centre of what we do. We are committed to serve citizens better through a more integrated, seamless and personalised delivery of key government services across multiple agencies through our ServiceSG digital, phone and physical channels. We work with key service delivery agencies to develop WOG-wide solutions in the form of integrated service re-design, talent development, capabilities, technology, standards, etc. to drive overall WOG service delivery transformation.

**What you will be working on**
- Key Responsibilities
The People Ops role is a strategic HR and OD function that works with all members of the leadership team and sits as part of the Service Transformation and Planning team reporting to the Chief Transformation Officer. You will work closely with the ServiceSG leadership team and the PSD Human Capital cluster to develop and improve the overall ServiceSG Employee Experience in order to building a high performing and healthy culture in an organisation whose mission is to drive WOG Service Transformation.
You will design, develop, and manage the ServiceSG Employee Experience Journey to drive stronger engagement and performance aligned to the organization’s vision, strategy and values.
You will be working on:
1. Managing Onboarding Programme
- You will be responsible for designing, implementing and enhancing the on-boarding experience of new ServiceSG officers. This is critical to ensuring a good foundation and start to the new journey ahead.

2. Internal Communications| Rewards and Recognition| Team Bonding
- You will work closely with the leadership team to ensure a regular internal communications plan with right-fit channel strategy is implemented.
- You will develop and administer rewards and recognition initiatives, and sustain superior service delivery based on the CREST Service Principles, such as the ServiceSG Heroes awards, service events and service-related publications to encourage values alignment and culture building, and
- Provide support and guidance to the nominated social bonding committee to program social activities that will help enhance the employee experience journey.

3. Employee Engagement Pulse Check
- You will develop and implement a mix of qualitative and quantitative diagnostics to obtain regular employee feedback on their experience, and connection to strategy and purpose.

4. ServiceSG Talent Management and Career Development
- You will support ServiceSG leaders in organising and managing people discussion platforms. Platforms will discuss performance, L&D opportunities, rotations etc according to a Service Delivery competency-based HR approach.

5. Organization Design
- You will support ServiceSG leaders in continuing to refine organisation design, structure, roles, processes and platforms. This will ensure that ‘hard levers’ keep employees feeling empowered with sufficient clarity to carry out their work.

**What we are looking for**
- We are looking for an energetic, all-rounded HR and OD professional who is a self-starter, and looking to work in a government ‘start-up’ experience. You should be comfortable with the ambiguity that comes from a young, growing organisation, and motivated to enhance and improve the employee experience through data to uncover needs, designing deliberate interventions, and scaling people solutions across the organisation.
Key Competencies Required
[Working Effectively with Stakeholders]: The ability to work with various stakeholders to facilitate and develop holistic HR decisions, operations and initiatives based on business priorities, perspectives, and desired outcome. To achieve this, you should possess the ability to communicate effectively through written and oral presentation.
[Employee Experience Strategy]: The ability to create and deliver a seamless and positive employee service journey experience in line with the employee value proposition and organisation brand, so as to meet employee’s needs and organisation’s goals.
[Career Development]: The ability to develop and implement career development strategies, frameworks, and programmes with the aim of i) helping employees build meaningful careers as they journey within and beyond the Public Service, and ii) building workforce capabilities to achieve current and long-term organisational goals.
[Organisation Development]: The ability to assess change risk and readiness to develop and implement interventions that help the workforce transit through the change to achieve its intended objectives, based on current and future organisational requirements. This includes the ability to manage change effectively, shape and sustain culture, conduct organisational diagnosis and monitor workforce health and engagement to optimise organisation effectiveness.
Work Experience
At least 5 years of work experience in HR and OD roles