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Join to apply for the SVP, Executive Leadership Development role at GIC

Join to apply for the SVP, Executive Leadership Development role at GIC

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department

The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
• Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
• Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
• Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
• Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
  
  
  
  

• Contribute to the strategic design of overall executive leadership effectiveness, for example:
• Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
• Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
• Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
  
  
  

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.
  
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Training, Human Resources, and Analyst
• Industries Investment Management and Financial Services

Referrals increase your chances of interviewing at GIC by 2x

We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

Job Function: Human Resource & Organization Department

Job Type: Permanent

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
  • Assessment : Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
  • Development : Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
  • Appointment : Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
  • Onboarding : Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
• Contribute to the strategic design of overall executive leadership effectiveness, for example:
  • Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
  • Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
  • Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.

What makes you a successful candidate?

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.

Work at the Point of Impact

We need to be forward-looking to attract the right people to help us become the Leading Global Long-term Investor. Join our ambitious, agile, and diverse teams - be empowered to push boundaries and pursue innovative ideas, share your views, and be heard. Be anchored on our PRIME Values: Prudence, Respect, Integrity, Merit and Excellence, which guides us in how we make our day-to-day decisions. We strive to inspire. To make an impact.

Flexibility at GIC

At GIC, our offices are vibrant hubs for ideation, professional growth, and interpersonal connection. At the same time, we believe that flexibility allows us to do our best work and be our best selves. Thus, our teams come into the office four days per week to harness the benefits of in-person collaboration, but have the flexibility to choose which days they work from home and adjust this arrangement as situational needs arise.

GIC is an equal opportunity employer

GIC is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please email at any point of the application or interview process if adjustments need to be made due to a disability.

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Job Function: Human Resource & Organization Department

Job Type: Permanent

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
  • Assessment : Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
  • Development : Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
  • Appointment : Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
  • Onboarding : Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
• Contribute to the strategic design of overall executive leadership effectiveness, for example:
  • Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
  • Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
  • Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.

What makes you a successful candidate?

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.

Work at the Point of Impact

We need to be forward-looking to attract the right people to help us become the Leading Global Long-term Investor. Join our ambitious, agile, and diverse teams - be empowered to push boundaries and pursue innovative ideas, share your views, and be heard. Be anchored on our PRIME Values: Prudence, Respect, Integrity, Merit and Excellence, which guides us in how we make our day-to-day decisions. We strive to inspire. To make an impact.

Flexibility at GIC

At GIC, our offices are vibrant hubs for ideation, professional growth, and interpersonal connection. At the same time, we believe that flexibility allows us to do our best work and be our best selves. Thus, our teams come into the office four days per week to harness the benefits of in-person collaboration, but have the flexibility to choose which days they work from home and adjust this arrangement as situational needs arise.

GIC is an equal opportunity employer

GIC is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.Please email at any point of the application or interview process if adjustments need to be made due to a disability.

Learn More

Learn more about our Human Resource & Organization Department here:

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department

The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
• Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
• Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
• Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
• Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
  
  
  
  

• Contribute to the strategic design of overall executive leadership effectiveness, for example:
• Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
• Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
• Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
  
  
  

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.
  
  
  

Join to apply for the SVP, Executive Leadership Development role at GIC

Join to apply for the SVP, Executive Leadership Development role at GIC

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.
Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.
What impact can you make in this role?
You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.
What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
• Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
• Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
• Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
• Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
  

• Contribute to the strategic design of overall executive leadership effectiveness, for example:
• Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
• Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
• Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
  

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.
  

Seniority level

• Seniority level

  Mid-Senior level

Employment type

• Employment type

  Full-time

Job function

• Job function

  Training, Human Resources, and Analyst

• Industries

  Investment Management and Financial Services

Referrals increase your chances of interviewing at GIC by 2x

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We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.
Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.
What impact can you make in this role?
You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.
What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
• Assessment: Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
• Development: Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
• Appointment: Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
• Onboarding: Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
  

• Contribute to the strategic design of overall executive leadership effectiveness, for example:
• Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
• Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
• Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.
  

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.
  

Job Function: Human Resource & Organization Department

Job Type: Permanent

GIC is one of the world’s largest sovereign wealth funds. With over 2,000 employees across 11 offices around the world, we invest in more than 40 countries globally across asset classes and businesses. Working at GIC gives you exposure to an extraordinary network of the world’s industry leaders. As a leading global long-term investor, we work at the point of impact for Singapore’s financial future, and the communities we invest in worldwide.

Human Resource & Organization Department
The Human Resource & Organization Department champions the people agenda for GIC. We invest in talent and organization development, to maximize potential of our people for long term sustainable performance. We are organized by strategic HR domains and work in partnership with business groups to manage talent and build impactful teams. Our HR domains are: Talent & Organization Strategies, GIC School, Talent Acquisition, Graduate Recruitment, HR Business Partnership, People Analytics & Solutions and People Operations & Advisory.

What impact can you make in this role?

You will be part of the Talent & Organization Strategies team, in the practice group that oversees global performance management, talent management and leadership development at GIC. This practice group works closely with the Group Executive Committee and the Board on firmwide talent strategy and organisational development, including senior leadership team development, succession planning and executive leadership appointments. Our work is critical to the long-term success of GIC, ensuring we prepare each successive generation of leaders to fulfill GIC’s important mission.

What will you do as a SVP, Executive Leadership Development?

• Systematically elevate GIC’s executive leadership practices on the assessment, development, appointment and onboarding of senior leaders – including the executive committee, department heads and select critical roles.
  • Assessment : Work closely with relevant senior stakeholders to define the success profile for executive roles. Develop an assessment framework that is rigorous, aligned with leadership priorities and is trusted by candidates being assessed.
  • Development : Expand GIC’s repertoire of development interventions. Work closely with the successor’s manager and other HR functional experts to map out concrete development plans to address the identified development areas.
  • Appointment : Develop a decision-making framework and process that drives data-backed, well-considered, objective decisions involving the right stakeholders.
  • Onboarding : Develop a best practice playbook for firmwide use. Support successors for a relevant period of time pre- and post-appointment to ensure effective transition and ramp-up. Provide additional resources and interventions, as needed.
• Contribute to the strategic design of overall executive leadership effectiveness, for example:
  • Refine the global leadership appointment process to ensure our top global leaders are of the right mix and caliber to lead our business into the future.
  • Refine the senior leadership performance management process to facilitate aligned goal-setting, holistic accountability, data-driven assessment, rigorous feedback and thoughtful career planning.
  • Support ongoing efforts to increase the diversity of our executive leadership team – in particular across gender and leadership competencies.

What makes you a successful candidate?

• Expertise in executive leadership assessment and development. At least 10 years of practitioner experience gained in industry-leading organisations. Academic background in organisational psychology a plus.
• Proven track record of designing and implementing effective human capital strategies, to drive systemic change beyond individual interventions. Leverages strategic thinking and stakeholder management capabilities to deliver.
• Excellent communication skills, both written and verbal. Ability to advise senior leaders on topics related to executive leadership development. Ability to present to and influence senior stakeholders, including department heads and C-suite.
• Versatility to be both strategic and conceptual, as well as tactical and hands-on. Not afraid to roll up sleeves to drive core processes with precision.
• Ability to thrive in a fast-paced, high-expectations environment.

Work at the Point of Impact

We need to be forward-looking to attract the right people to help us become the Leading Global Long-term Investor. Join our ambitious, agile, and diverse teams - be empowered to push boundaries and pursue innovative ideas, share your views, and be heard. Be anchored on our PRIME Values: Prudence, Respect, Integrity, Merit and Excellence, which guides us in how we make our day-to-day decisions. We strive to inspire. To make an impact.

Flexibility at GIC

At GIC, our offices are vibrant hubs for ideation, professional growth, and interpersonal connection. At the same time, we believe that flexibility allows us to do our best work and be our best selves. Thus, our teams come into the office four days per week to harness the benefits of in-person collaboration, but have the flexibility to choose which days they work from home and adjust this arrangement as situational needs arise.

GIC is an equal opportunity employer

GIC is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please email at any point of the application or interview process if adjustments need to be made due to a disability.