Senior Assistant Director / Deputy Director, In-Employment Upgrading & Job Redesign

Role Overview

Reporting to the Director of Workforce Development, this position provides leadership and strategic guidance for the In-Employment Upgrading function within PSD’s Workforce Development cluster.

The role is focused on helping public agencies modernise their workforce so they remain adaptable and ready for future needs. You will guide initiatives that improve the breadth and relevance of public officers’ capabilities by working with agencies and training partners on skills upgrading, job conversion, competency-led HR practices, and related workforce transformation efforts such as job rotation.

What You Will Lead

• Support agencies in turning business priorities into practical workforce development plans at functional, sector and agency level.
• Help agencies define role competencies and embed them into HR processes including hiring, in-employment learning and performance management.
• Work with functional and sector leaders to develop, refresh and support competency frameworks and related tools.
• Partner CSC at a strategic level to secure funding tied to outcomes and strengthen performance delivery.
• Advance workforce initiatives by identifying internal capability needs and co-developing solutions such as short-term immersion, gig work, structured job rotation and talent attachment programmes.
• Promote skills-based volunteering among public officers by collaborating with people-sector organisations to build and scale volunteering opportunities.
• Monitor programme progress and continuously improve career development initiatives to build an agile, capable workforce.
• Oversee workforce development projects and manage partnerships with internal and external stakeholders.

Additional Workforce Development Responsibilities

• Work with key stakeholders to design developmental opportunities for public officers, including the policies and processes needed to put them into practice.
• Handle communications and outreach for these opportunities and respond to queries from public officers and agencies.

What We Are Looking For

We are seeking a self-driven professional who demonstrates integrity, works well with others and is willing to go the extra mile to deliver high-quality service.

• Strong analytical and critical-thinking ability, with sound judgement and the ability to make timely decisions while anticipating issues and opportunities.
• Proven ability to engage, influence and mobilise stakeholders across organisational boundaries, supported by strong written and verbal communication skills.
• Experience in building and refreshing competency frameworks and applying them across HR functions.
• Ability to design and implement career development strategies, frameworks and programmes that support employee growth and workforce capability.
• Experience in learning and development planning, including competency modelling, learning needs analysis and evaluation of learning effectiveness.
• Ability to use technology and digital tools to improve HR processes and support a digitally enabled, future-ready HR function.

Experience and Knowledge

• 10 to 15 years of overall work experience, including at least 5 years in a supervisory capacity.
• Strong track record in stakeholder engagement and collaboration.
• Experience in shaping, reviewing or formulating manpower policies.
• Prior work on competency frameworks for core HR processes is preferred.
• Knowledge of manpower trends and workforce practices will be an advantage.