[What the role is]
Lead the design and implementation of organisation-wide talent and leadership development strategies, frameworks and interventions that strengthen RP's leadership pipeline, build leadership capability and shape a positive leadership and learning culture. The role partners senior management, HODs, internal stakeholders and external partners to translate organisational priorities and Whole-of-Government directions into impactful, evidence-informed development solutions.
[What you will be working on]
- Leadership Development Strategy and Programmes
- Lead the design, review and implementation of RP's leadership and talent development strategies, frameworks and programmes, ensuring alignment with organisational priorities, leadership competencies and Whole-of-Government initiatives.
- Plan and oversee leadership and talent development interventions for leaders, identified talent and successors, including leadership programmes, stretch assignments, mentoring, coaching, secondments and other developmental opportunities.
- Plan and oversee milestone and continuous development interventions for leaders at different levels, including new Reporting Officers, First-Line Managers, Middle Managers, senior leaders and identified successors.
- Conceptualise, source, procure, implement and evaluate leadership programmes and platforms, for in-house and external milestone programmes.
- Partner internal and external stakeholders to contextualise programme content, develop RP-relevant case studies and ensure effective end-to-end programme delivery.
- Use participant feedback, leadership data and organisational insights to strengthen programme relevance, application and impact.
- Supervise and develop team members, provide guidance on complex cases, ensure quality of work and support effective workload management.
- Leadership Assessment, Coaching and Mentoring
- Lead the implementation of leadership assessment and feedback initiatives, including Leadership Competency Framework (LCF) 360 exercises and other leadership diagnostic tools.
- Analyse leadership and organisational insights to identify capability gaps and recommend targeted development interventions.
- Develop and oversee coaching, mentoring and leadership growth initiatives to support leadership transitions, successor readiness and individual development.
- Partner stakeholders to strengthen leadership culture, organisational effectiveness, collaboration and change readiness through leadership forums, workshops and organisation development interventions.
- Strategic Workforce Planning System and Workforce Insights
- Lead the implementation, enhancement and governance of RP's Strategic Workforce Planning (SWP) system to support workforce capability planning and decision-making across the Polytechnic.
- Develop workforce, leadership and capability dashboards, reports and analytics to monitor leadership pipeline strength, succession readiness, talent development outcomes, and critical and emerging competencies.
- Analyse workforce and organisational data to identify capability gaps, workforce risks and development priorities, and recommend interventions to support RP's long-term workforce needs.
- Drive continuous improvement, automation and digitalisation of workforce planning processes, including integration with talent, leadership and competency development initiatives.
- Learning and Development Budget and Resource Management
- Plan and manage the learning and development budget for the Talent and Leadership Development portfolio, aligned with approved priorities, programme plans and anticipated organisational needs.
- Monitor budget utilisation, commitments and expenditure, identify variances and emerging pressures, and provide timely reports and recommendations to management.
[What we are looking for]
- Relevant qualification in Human Resources or Business Management, or its related fields.
- About ten years of relevant work experience in Human Resource, with familiarity in Leadership, Career, Learning & Development areas.
- Excellent interpersonal, communication, management and writing skills.
- A team player who is independent, resilient, resourceful, able to work in ambiguous, complex situations and comfortable with taking a hands-on approach.
- Proficient in Microsoft Office applications (e.g. Excel, SharePoint) and digitally-proficient to learn the use of new learning tools.
- Some experience with IT projects, Workday HCM, SAP HR, Robotics Process Automation, Chatbots and Macro programming will be advantageous
