Job Description

[What the role is]

ASSISTANT / DEPUTY MANAGER, WORKFORCE DEVELOPMENT & ENGAGEMENT

[What you will be working on]

We are looking for suitable candidate to drive workforce development strategies to strengthen career development and workforce agility across the organisation. This involves planning and executing initiatives to prepare officers for evolving organisational and workforce needs. The candidate will also be involved in developing and implementing employee engagement strategies to enhance the employee experience, as well as conducting focus group discussions and surveys with employees and key stakeholders to understand ground sentiments.

The ideal candidate should possess strong project management and stakeholder engagement skills, be comfortable managing multiple priorities and navigating ambiguity, and be able to work independently in a dynamic and fast-paced environment. He / she should be resourceful, organised, and able to engage a wide spectrum of stakeholders to drive meaningful workforce development outcomes.

Key Areas of Work

• Serve as the main point-of-contact for secondments and internal mobility initiatives, including stakeholder engagement, coordination, programme administration, and management of related processes
• Lead career and workforce development initiatives (e.g. STIPs/Gigs and internal career fairs) to strengthen employee growth, capability-building, and workforce agility
• Develop management updates, reports, and presentation materials through analysis of workforce development trends, programme outcomes, and staff feedback
• Support the team in driving key workforce development and employee engagement priorities, as well as emerging workstreams where required

[What we are looking for]

• Knowledge in HR or any related discipline would be an advantage
• At least 3 years of relevant HR experience, preferably with exposure to workforce and/or talent development, HRBP or related functions
• Strong interpersonal, verbal and written communication skills
• Knowledge of policy development, workforce planning and workforce trends
• Experience in facilitating career transitions, coaching, or counselling would be an added advantage