Senior Manager, People Development

[What the role is]

This role sits at the intersection of strategic workforce planning and operational excellence, driving the development, implementation, and evaluation of workforce policies that strengthen the social service sector's manpower capabilities. The role will shape sector-wide manpower strategies — translating complex workforce challenges into actionable policies and initiatives — while ensuring rigorous execution that delivers measurable impact on the sector's ability to attract, develop, and retain talent.

Beyond policy work, the role plays a pivotal part in advancing the sector's capability development journey, partnering with Social Service Agencies (SSAs) to build organisational capacity in people management. The role also serves as the custodian of scheme policies and processes, ensuring they remain current, compliant, and aligned with broader government frameworks. In addition, the role provides strategic and secretariat leadership for key sector initiatives, stewarding programmes from design through to alumni engagement to ensure they contribute meaningfully to a stronger, more resilient social service ecosystem.

[What you will be working on]

Strategic Workforce Planning and Policy Development

Lead the development of forward-looking workforce strategies by conducting rigorous research and analysis of manpower trends, labour market conditions, and workforce demographics. Develop a deep understanding of the social service landscape, including the needs and perspectives of key target audiences — potential entrants, Social Service Agencies (SSAs), and social service professionals. Translate insights into evidence-based policies spanning recruitment, retention, career development, performance management, and long-term workforce planning. Prepare policy papers and strategic recommendations for senior management, with a clear line of sight from data to decision to implementation. Proactively identify emerging workforce challenges and opportunities, and initiate policy responses ahead of the curve rather than reactively. Develop and maintain annual work plans for respective work areas, ensuring regular review and alignment with evolving sector needs and organisational priorities.

Manpower Pipeline Development and Scheme Management

Design and implement strategies and initiatives to build a sustainable manpower pipeline for the social service sector. Manage manpower schemes end-to-end, encompassing the full scope of talent recruitment, programme management, and manpower development. Identify gaps in the pipeline across different talent segments and develop targeted interventions to address them. Ensure schemes are well-administered, outcomes-focused, and continuously improved based on implementation learnings and stakeholder feedback. Develop implementation guides, toolkits, and resources that enable SSAs to adopt and embed workforce best practices within their own organisations.

Talent Attraction and Outreach

Create, identify, and curate programmes, events, and platforms — including workshops, seminars, career fairs, and award ceremonies — that support talent attraction efforts and raise the profile of social service as a compelling career choice. Facilitate, organise, and conduct outreach activities targeted at potential entrants, students, and mid-career switchers to promote career opportunities in the sector. Ensure outreach efforts are well-coordinated, audience-appropriate, and aligned with broader sector branding and manpower strategies.

Partnership Development and Stakeholder Engagement

Establish and maintain strong partnerships with SSAs, Institutes of Higher Learning (IHLs), training institutions, and other relevant agencies to address the sector's recruitment and manpower development needs. Build and sustain relationships with key stakeholders across the ecosystem — including potential entrants, sector professionals, and government partners — to facilitate collaborative approaches to workforce challenges. Represent the organisation in inter-agency working groups, policy consultations, and sector-wide discussions on workforce matters, advocating effectively for initiatives that advance professional development and sustainable workforce planning.

Data Management, Monitoring and Evaluation

Establish and maintain robust workforce data systems and performance tracking frameworks that enable ongoing monitoring of policy and programme effectiveness. Conduct regular reviews and impact assessments, synthesising findings into actionable recommendations for policy refinement. Build the sector's evidence base on workforce matters by producing high-quality reports on trends, gaps, and the outcomes of key initiatives.

Programme Strategy and Stakeholder Stewardship

Provide thought leadership and secretariat support to shape the design, planning, and execution of key sector initiatives, ensuring programmes remain strategically relevant and operationally sound. Build and sustain strong partnerships with key stakeholders including programme partners, selection panels, and SSA hosts. Track participant journeys and ensure both participants and host partners are well-supported throughout. Develop and implement a robust alumni engagement strategy to nurture a vibrant community that continues to contribute to the sector beyond their tenure. Conduct regular programme reviews, analyse outcomes, and drive continuous improvement in collaboration with internal and external partners.

Budget and Financial Management

Manage the budget and utilisation of projects under charge in adherence to finance and audit requirements. This includes performing the necessary administrative functions such as raising GeBIZ requisitions, purchase orders (POs), payment request submissions (PRS), and other procurement and financial processes related to projects managed. Ensure proper documentation and accountability in all financial transactions and proactively monitor expenditure against budget to ensure prudent and compliant use of resources.

[What we are looking for]

Core competencies

• Strategic thinking with the ability to translate complex workforce and policy issues into practical, sector-level solutions
• Deep understanding of the social service ecosystem and the needs of potential entrants, SSAs, and sector professionals
• Analytical and critical thinking to make sound, data-driven judgements and recommendations
• Strong initiative and results-orientation, with the drive to see initiatives through from planning to evaluation
• Experience planning and facilitating outreach events such as workshops, seminars, and career fairs
• Strong interpersonal and stakeholder management skills
• Adaptable and resilient in dynamic and uncertain work environments

Technical Skills and Knowledge

• Knowledge of the social service sector, including its workforce landscape, key subsectors, and manpower challenges
• Knowledge of organisational development frameworks and HR best practices
• Strong analytical and research capabilities, including proficiency in workforce data analysis and statistical methods
• Strong policy writing skills with the ability to communicate complex ideas clearly to diverse audiences
• Project management skills with the ability to manage multiple workstreams and initiatives concurrently
• Proficiency in Office 365 tools including PowerPoint, Excel, and Teams