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Assistant Advisor, Talent Management & Workforce Development

Strategy & Future | Government Human Capital | Grade 2
Competencies
Hover on any of the competencies below to view a detailed description.
Core Competencies
Proficiency Levelsicon
Intrapreneurship
LEADING
Critical Thinking and Data-Driven Decision Making
LEADING
Facilitates Collaboration and Influence
LEADING
Learning Agility
LEADING
Digital Savviness
LEADING
Results-Driven Outcomes
LEADING
Public Service Excellence
LEADING
Leading Change
LEADING
Technical Competencies
Proficiency Levelsicon
Capacity and Capability Building
Advanced
Learning and Reskilling Strategy
Expert
People Analytics
Expert
Talent Management Strategies
Advanced
Strategic Workforce Planning
Expert
Potential Movements
Strategy & Future
Government Human Capital
1
Director
Advisor
Vectical Movement Arrow
2
Assistant Advisor
Talent Management & Workforce Development
(Current Role)
Lateral Arrow
24 Lateral Movements
Key Accountabilities
  • Assess current workforce capability gaps (skills, knowledge, etc. against redesigned jobs & future demands) to develop Workforce Capability/ Upskilling pathways
  • Develop leadership program to enhance leadership capability in current and future leaders
  • Design and run programs (partnering as needed) for key initiatives owned by GHC (e.g., build capability in pivotal roles including specialist technical roles, and leadership roles)
  • Design and oversee implementation of workforce planning and transitioning frameworks with a whole of government talent portfolio perspective
  • Ensure practices and systems are standardized across government entities to facilitate data collection and analysis
  • Collect and analyze internal and external data sources to identify relevant patterns and measure effects of key interventions to create feedback loops
  • Design and operate centrally several programmes related to Executives Selection, Executive Assessments, Talent Identification, Succession Planning, Leadership Development, and development programmes for specific targeted groups
Preferred Experience And Exposure
  • In-depth knowledge on HR areas such as employee upskilling and reskilling, digital capabilities development, strategic workforce planning, leadership development, and employee redeployment.
  • Proven working experience in designing HR solutions.
  • Experience partnering with senior stakeholders to address complex challenges.
  • Strong knowledge on progressive HR trends and practices
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