Lead, Culture & Capabilities (Learning Excellence & OD), HR

Job Description

• This position is for Office of Human Resources (HR).
• Strategic Capability Building & Talent Enablement
  • Define and implement SMU-wide capability framework and capability roadmaps aligned to strategic priorities, workforce planning, and talent priorities.
  • Lead capability gap assessments and organisational diagnostics, including stakeholder consultations and data-driven analysis, to identify critical capabilities and define capability building roadmaps.
  • Design and implement integrated capability development strategies embed capability priorities into workforce planning, talent strategy and frameworks, career pathways and workforce plans.
  • Collaborate with HR teams to design and implement integrated talent strategy, processes, and frameworks career pathways and workforce plans.
• Learning & Development
  • Design, implement, and evaluate the University's corporate learning programmes and learning solutions.
  • Build and maintain a coherent learning architecture, including curricula, learning pathways, faculty/ training/facilitation team, and digital learning platforms.
  • Facilitate learning programmes, focus groups discussions, team development activities and strategy planning sessions as required.
  • Develop communication and engagement strategies to drive participation and adoption of learning and/or OD initiatives.
  • Coach and support leaders and employees in building leadership, management, and professional capabilities.
  • Manage learning and development budget for assigned initiatives and programmes, ensuring value, quality and governance.
  • Evaluate and enhance learning effectiveness through data, impact assessment, and feedback provide insights to support Senior Management in talent and workforce decisions.
• Organisational Development (OD)
  • Contribute research, analysis, and best practices to the Talent & Organisational Development (T&OD) strategy, ensuring alignment with SMU's strategic direction and priorities.
  • Lead organisational diagnostics, learning needs analysis and skills-gap analysis, to identify critical capability gaps, development opportunities, and foster continuous improvements.
  • Design and deliver organisational development and change initiatives, including leadership effectiveness, team performance, culture, and ways of working.
  • Develop competency frameworks and career pathways across roles and career levels to address skills gaps and support progression.
  • Lead change communication and stakeholder engagement to ensure alignment, understanding, and sustained adoption of initiatives.
• Governance, Measurement & Impact
  • Establish success metrics, dashboards, and evaluation frameworks to track the impact of capability, learning, and OD initiatives.
  • Provide strategic insights, analytics, and reporting to HR leadership and relevant governance committees.
  • Ensure strong financial stewardship and effective management of external partners and vendors.
• Any other duties assigned.

Qualifications

• Professional Qualifications & Experience
  • Degree qualified, preferably in Human Resources (HR), Organisational Development (OD), Psychology, Education, or related discipline with at least 7 years relevant HR experience, with demonstrated expertise in Organisational Development, Learning & Development, Talent Management, or Employee Engagement.
  • Proven experience working with senior and executive leadership teams in complex, diverse stakeholder environments.
• Functional Competencies
  • Capability & Organisational Diagnostics & Analytics: Strong capability in conducting organisational diagnostics, skills gap analyses, and learning needs assessments using both qualitative and quantitative approaches
  • Capability Building and Talent Frameworks - Sound understanding of workforce planning, career architecture, succession planning and talent systems able to develop capability frameworks, competency models, leadership and succession development frameworks.
  • L&D Strategy and Curriculum Design - Thorough understanding of adult learning principles, instructional design models, and blended learning strategies capable of designing and delivering learning programmes, curricula, and pathways.
  • Organizational Development & Change Management - Thorough understanding of organizational development theories and interventions ability to design and deliver culture, leadership, team effectiveness, and change initiatives.
  • Project Management: Strong ability to plan, organise, coordinate, multi-task and prioritise under pressure with minimal direction adept at managing stakeholders
  • Data Analysis & Reporting - Able to design dashboards, evaluation frameworks, and reports for measuring programme impact. Interprets workforce data, learning analytics, and engagement metrics effectively to support talent recommendations or decisions.
• Core Competencies
  • Strategic Thinking, Data Skills & Judgement: Applies data, diagnostics, and evidence to prioritise and design effective interventions anticipates future workforce needs.
  • Communication and Influence: Demonstrates high level of listening skills communicates complex ideas clearly influences, engages and advises across all levels, in particular senior levels.
  • Problem Solving & Innovation: Uses analytical and critical thinking to solve problems, introduces innovative solutions.
  • Collaboration & Stakeholder Management: Builds trusted relationships and fosters cross-functional collaboration.
  • Facilitation & Coaching - Experienced in facilitating workshops, focus groups, team development sessions, and strategic meetings. Strong coaching and mentoring abilities.
  • Results Orientation & Accountability: Delivers quality outcomes on time and within budget, demonstrates ownership and accountability.

• This position is for Office of Human Resources (HR).
• Strategic Capability Building & Talent Enablement
  • Define and implement SMU-wide capability framework and capability roadmaps aligned to strategic priorities, workforce planning, and talent priorities.
  • Lead capability gap assessments and organisational diagnostics, including stakeholder consultations and data-driven analysis, to identify critical capabilities and define capability building roadmaps.
  • Design and implement integrated capability development strategies embed capability priorities into workforce planning, talent strategy and frameworks, career pathways and workforce plans.
  • Collaborate with HR teams to design and implement integrated talent strategy, processes, and frameworks career pathways and workforce plans.
• Learning & Development
  • Design, implement, and evaluate the University's corporate learning programmes and learning solutions.
  • Build and maintain a coherent learning architecture, including curricula, learning pathways, faculty/ training/facilitation team, and digital learning platforms.
  • Facilitate learning programmes, focus groups discussions, team development activities and strategy planning sessions as required.
  • Develop communication and engagement strategies to drive participation and adoption of learning and/or OD initiatives.
  • Coach and support leaders and employees in building leadership, management, and professional capabilities.
  • Manage learning and development budget for assigned initiatives and programmes, ensuring value, quality and governance.
  • Evaluate and enhance learning effectiveness through data, impact assessment, and feedback provide insights to support Senior Management in talent and workforce decisions.
• Organisational Development (OD)
  • Contribute research, analysis, and best practices to the Talent & Organisational Development (T&OD) strategy, ensuring alignment with SMU's strategic direction and priorities.
  • Lead organisational diagnostics, learning needs analysis and skills-gap analysis, to identify critical capability gaps, development opportunities, and foster continuous improvements.
  • Design and deliver organisational development and change initiatives, including leadership effectiveness, team performance, culture, and ways of working.
  • Develop competency frameworks and career pathways across roles and career levels to address skills gaps and support progression.
  • Lead change communication and stakeholder engagement to ensure alignment, understanding, and sustained adoption of initiatives.
• Governance, Measurement & Impact
  • Establish success metrics, dashboards, and evaluation frameworks to track the impact of capability, learning, and OD initiatives.
  • Provide strategic insights, analytics, and reporting to HR leadership and relevant governance committees.
  • Ensure strong financial stewardship and effective management of external partners and vendors.
• Any other duties assigned.