461 Hr Planning jobs in Singapore

OVERALL SUMMARY

The primary responsibility of this position is to serve as the central point of contact (PIC) for all Marine HR matters pertaining to the assigned vessels. Furthermore, the role involves providing support to Marine HR Managers across a range of activities including but not limited to recruitment, training, performance management, as well as forecasting and planning for all ranks, including Vessel Management Teams (VMT).

AREAS OF RESPONSIBILITY

Recruitment and Crew Management:

• Monthly review crew requirements and provide updates to Marine HR Managers on recruitment needs. Maintain regular communication with manning offices and promptly respond to recruitment requirements monthly.

• Support the recruitment process by screening and shortlisting crew applications received from manning offices.

• Conduct comprehensive background checks, including verification of past employment history, to ensure compliance with company standards. Collaborate with manning offices to clarify license certificate statuses and address any significant medical issues.

• Assist in scheduling timely interviews for eligible candidates.

• Evaluate the recruitment flow and operational systems of manning offices for ongoing process improvement.

Develop, implement, and assess initiatives aimed at continuously recruiting competent ship staff from diverse

sources and recruitment channels.

Vessel Manning and Scheduling:

• Plan, administer, and monitor Ship Staff rotation, pooling, and team migration for efficient manpower deployment and utilization.

• Regularly review unassigned Ship Staff, plan the assignments for those ready to join, and submit a list every fortnight for discussion with the MARINE HR Manager, addressing any performance or medical issues.

• Coordinate with Manning office to ensure readiness of existing VMT Ranks, and upon

readiness in all aspects, assign them to vessels with the approval of Fleet Managers /

Operation Managers in compliance with company policies, procedures, STCW

requirements, and relevant policies under QSP 0903 and the Manning Manual.

• Compile and analyze manpower statistics and competencies to meet current fleet

staffing requirements and anticipate manpower needs resulting from fleet expansion.

Provide monthly reviews of VMT new hire requirements to the Marine HR Manager,

considering the present fleet size and expected fleet additions or deletions over the next

12 months.

• Evaluate potential promotion candidates into VMT ranks, taking into account fleet size

and available VMT staff. Upon approval of New Hires received from Fleet/Technical

Managers and the MARINE HR Manager, send approval messages to the Manning offices

and assign ship staff based on readiness.

3.3 Documentation / Process Compliance and Enhancement:

• Maintain an efficient documentation system for all new hires and rejoinders, including

qualifications, certifications, and experience, for reference, planning, and audit

purposes.

• Assist in ensuring accuracy in ITF renewals and documentation. Support the Marine HR

Manager in handling crew management matters related to CBA and interactions with

crew unions.

• Ensure vessels meet MLC requirements and EPS manning standards at all times,

promptly highlighting any non-compliance issues to the Marine HR Manager.

• Administer, review, and enforce ISO procedures and requirements for Marine HR

processes, including following up on NCRs and other ISO documentation and procedural

requirements relevant to Marine HR activities.

• Communicate and educate our appointed manning offices worldwide on the importance

of compliance with Company procedures, zero tolerance policy (no license, no joining)

on Marine HR management, and the necessity for all officers and crew to be suitably

qualified, experienced, and certified as per STCW 95 requirements.

• Coordinate with Crew accounts for remittance and keep the Manning office updated

regarding LLP requests for VMT members on leave, obtaining approval from the Marine

HR Manager.

• Facilitate pension requests for VMT ranks, liaising with the Manning office and Crew

accounts for approval and remittance, while ensuring the Manning office is updated on

the pension process and remittance details.

• Promptly address all ship staff queries related to Marine HR issues by providing timely

responses to each sender, treating them as internal customers.

• Oversee Compass and Flights upkeep, as well as planning for new build deliveries.

• Assist the Marine HR Operator in coordinating changeovers of VMT staff with Fleet and

Technical departments as required.

Training, Performance and Career Management:

• Coordinate and organize Office Briefings for both New Hires and existing Masters and Chief Engineers in accordance with company requirements. Ensure that relevant departmental briefings are conducted promptly and efficiently.

• Plan and manage office training sessions for eligible candidates aspiring to be promoted to the ranks of Master and Chief Engineer. This includes overseeing arrival formalities, arranging accommodations, and maintaining detailed records.

• Review crew appraisals for VMT ranks and potential candidates for promotion to 2/O and 2A/E positions, identifying any exceptions and promptly reporting them to the Marine HR Manager for the next course of action. Monitor the completion status of E-appraisals for VMT ranks regularly and follow up with Fleet Managers, Technical Superintendent, Operation Managers and Operation Superintendents regarding any overdue reports.

• Assist in reviewing crew evaluations for other ranks apart from VMTs and Promotable 2/O and 2AE from vessels as required and identify any exceptions and promptly reporting them to the Marine HR Managers for the next course of action.

• Contribute to the planning and management of career and competency development for our pool of ship staff to establish an 'Employer of Choice' reputation in the industry.

• Review and follow up on comments provided by Superintendents and Port Captains for necessary action.

• Ensure timely responses to shipboard queries for VMT ranks and promotion-related inquiries for 2/O and 2A/E, consulting with the Marine HR Manager as required.

• Assist if assigned in training and guiding other Executives in Marine HR team to perform their duties and responsibilities effectively.

• Perform any other tasks assigned by the Management from time to time.

Qualification / Experience

• Min Diploma (for local employees)

• At least 3 years’ experience with Marine HR related matters onboard ships or ashore

• Sailing experience with EPS preferred

• Adequate IT knowledge, e.g. Microsoft Word, Excel, Email

• Good communication skills – spoken and written English

• Good appreciation and dealing of cultural diversity

• Good knowledge of Fleet Marine HR processes and operations

OVERALL SUMMARY

The primary responsibility of this position is to serve as the central point of contact (PIC) for all Marine HR matters pertaining to the assigned vessels. Furthermore, the role involves providing support to Marine HR Managers across a range of activities including but not limited to recruitment, training, performance management, as well as forecasting and planning for all ranks, including Vessel Management Teams (VMT).

AREAS OF RESPONSIBILITY

Recruitment and Crew Management:

• Monthly review crew requirements and provide updates to Marine HR Managers on recruitment needs. Maintain regular communication with manning offices and promptly respond to recruitment requirements monthly.

• Support the recruitment process by screening and shortlisting crew applications received from manning offices.

• Conduct comprehensive background checks, including verification of past employment history, to ensure compliance with company standards. Collaborate with manning offices to clarify license certificate statuses and address any significant medical issues.

• Assist in scheduling timely interviews for eligible candidates.

• Evaluate the recruitment flow and operational systems of manning offices for ongoing process improvement.

Develop, implement, and assess initiatives aimed at continuously recruiting competent ship staff from diverse

sources and recruitment channels.

Vessel Manning and Scheduling:

• Plan, administer, and monitor Ship Staff rotation, pooling, and team migration for efficient manpower deployment and utilization.

• Regularly review unassigned Ship Staff, plan the assignments for those ready to join, and submit a list every fortnight for discussion with the MARINE HR Manager, addressing any performance or medical issues.

• Coordinate with Manning office to ensure readiness of existing VMT Ranks, and upon

readiness in all aspects, assign them to vessels with the approval of Fleet Managers /

Operation Managers in compliance with company policies, procedures, STCW

requirements, and relevant policies under QSP 0903 and the Manning Manual.

• Compile and analyze manpower statistics and competencies to meet current fleet

staffing requirements and anticipate manpower needs resulting from fleet expansion.

Provide monthly reviews of VMT new hire requirements to the Marine HR Manager,

considering the present fleet size and expected fleet additions or deletions over the next

12 months.

• Evaluate potential promotion candidates into VMT ranks, taking into account fleet size

and available VMT staff. Upon approval of New Hires received from Fleet/Technical

Managers and the MARINE HR Manager, send approval messages to the Manning offices

and assign ship staff based on readiness.

3.3 Documentation / Process Compliance and Enhancement:

• Maintain an efficient documentation system for all new hires and rejoinders, including

qualifications, certifications, and experience, for reference, planning, and audit

purposes.

• Assist in ensuring accuracy in ITF renewals and documentation. Support the Marine HR

Manager in handling crew management matters related to CBA and interactions with

crew unions.

• Ensure vessels meet MLC requirements and EPS manning standards at all times,

promptly highlighting any non-compliance issues to the Marine HR Manager.

• Administer, review, and enforce ISO procedures and requirements for Marine HR

processes, including following up on NCRs and other ISO documentation and procedural

requirements relevant to Marine HR activities.

• Communicate and educate our appointed manning offices worldwide on the importance

of compliance with Company procedures, zero tolerance policy (no license, no joining)

on Marine HR management, and the necessity for all officers and crew to be suitably

qualified, experienced, and certified as per STCW 95 requirements.

• Coordinate with Crew accounts for remittance and keep the Manning office updated

regarding LLP requests for VMT members on leave, obtaining approval from the Marine

HR Manager.

• Facilitate pension requests for VMT ranks, liaising with the Manning office and Crew

accounts for approval and remittance, while ensuring the Manning office is updated on

the pension process and remittance details.

• Promptly address all ship staff queries related to Marine HR issues by providing timely

responses to each sender, treating them as internal customers.

• Oversee Compass and Flights upkeep, as well as planning for new build deliveries.

• Assist the Marine HR Operator in coordinating changeovers of VMT staff with Fleet and

Technical departments as required.

Training, Performance and Career Management:

• Coordinate and organize Office Briefings for both New Hires and existing Masters and Chief Engineers in accordance with company requirements. Ensure that relevant departmental briefings are conducted promptly and efficiently.

• Plan and manage office training sessions for eligible candidates aspiring to be promoted to the ranks of Master and Chief Engineer. This includes overseeing arrival formalities, arranging accommodations, and maintaining detailed records.

• Review crew appraisals for VMT ranks and potential candidates for promotion to 2/O and 2A/E positions, identifying any exceptions and promptly reporting them to the Marine HR Manager for the next course of action. Monitor the completion status of E-appraisals for VMT ranks regularly and follow up with Fleet Managers, Technical Superintendent, Operation Managers and Operation Superintendents regarding any overdue reports.

• Assist in reviewing crew evaluations for other ranks apart from VMTs and Promotable 2/O and 2AE from vessels as required and identify any exceptions and promptly reporting them to the Marine HR Managers for the next course of action.

• Contribute to the planning and management of career and competency development for our pool of ship staff to establish an 'Employer of Choice' reputation in the industry.

• Review and follow up on comments provided by Superintendents and Port Captains for necessary action.

• Ensure timely responses to shipboard queries for VMT ranks and promotion-related inquiries for 2/O and 2A/E, consulting with the Marine HR Manager as required.

• Assist if assigned in training and guiding other Executives in Marine HR team to perform their duties and responsibilities effectively.

• Perform any other tasks assigned by the Management from time to time.

Qualification / Experience

• Min Diploma (for local employees)

• At least 3 years’ experience with Marine HR related matters onboard ships or ashore

• Sailing experience with EPS preferred

• Adequate IT knowledge, e.g. Microsoft Word, Excel, Email

• Good communication skills – spoken and written English

• Good appreciation and dealing of cultural diversity

• Good knowledge of Fleet Marine HR processes and operations

Our client, a leading global fintech is looking to appoint a Global HR Strategy, Change & Org Development COE Lead into a global role. As part of this leading global fintech group, this individual will be key in driving the HR strategy and HR transformation across the growing international business, covering Asia, the US and EMEA, working closely with Group HQ in China.

Reporting into the Group CPO in China, you will lead global HR projects and the associated org design, target operating model and talent and development programmes, using data and insights to drive strategic decisions. Further projects may cover transformation surrounding performance reviews, employee engagement, talent reviews and assessments, executive coaching, upskilling and reskilling ultimately driving operational efficiencies group wide.

This individual will have likely operated in a HR Strategy, HR Change or Talent & Organization Consulting Leadership role (Director / AP / P level) within one of the leading global strategy or consulting firms based in Singapore, with former international experience. You will have also ideally operated in a global Tech, Fintech or Financial Services organization in an internal consulting capacity and be able to operate in a fast-paced start-up environment. Due to some of the global leadership team being based in China, proficient Mandarin (written and spoken) is required.

This organization is one of the strongest brands in their respective market – known for hiring the best talent and providing exceptional career development opportunities!

Location: Singapore

Thanks for your time. Please apply to find out more about this role or reach out to Charlotte Matthew at for a confidential discussion.

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We’re seeking a data-driven HR Data & Strategy Analyst to join our People Operations team! This role is perfect for someone who enjoys HR analytics, transforming complex data into meaningful insights, and using data to influence HR strategy and decision-making. As part of this role, you will analyze key HR metrics, develop regional reports and dashboards, and support leadership with strategic workforce planning. In addition to analytics, you’ll play a crucial role in HR operational enhancements, policy development, and rewards implementation. We are looking for someone who is not only technically strong but also curious and proactive, someone who stays ahead of emerging HR technologies and analytics tools and can apply modern data methodologies to improve HR decision-making. If you’re highly skilled in HR data analytics, passionate about HR strategy, and eager to drive impactful change, we want to hear from you!

HR Analytics & Data Insights (60%)

• Analyze and interpret HR data (e.g., headcount, turnover, retention, diversity, employee engagement) to provide actionable insights.
• Compile, validate, and maintain accurate HR reports and dashboards for leadership decision-making.
• Design and maintain dynamic HR dashboards and reports using modern analytics tools beyond basic Excel.
• Work closely with country HR heads to collect, standardize, and analyze regional HR data.
• Identify HR trends across multiple countries and provide recommendations for business leaders.
• Ensure data integrity and accuracy across all HR systems and reports.
• Utilize Workday Adaptive Planning or other HRIS tools to streamline analytics and reporting.

Driving HR Transformation & Strategic Projects (40%)

• Work closely with the Senior HR Manager on key HR initiatives, including end-to-end policy creation, implementation, and SOP development.
• Lead and support HR system enhancements, including HRIS optimization, automation of processes, dashboard improvements, and self-service functionalities for employees.
• Serve as the go-to person for HRIS matters, supporting the Group (Parent Company) ensuring data integrity, enhancing system functionalities, troubleshooting issues, and automating processes.
• Drive regional HR data integration projects, ensuring alignment in HR reporting and analytics across multiple countries.
• Lead workforce planning initiatives, leveraging data to forecast talent needs and workforce trends.
• Support the development and execution of HR transformation projects, such as process automation, digitization, and efficiency improvements.
• Drive rewards implementation and enhancement, working closely with Compensation & Benefits teams to analyze and improve salary structures, incentives, and recognition programs.
• Collaborate with internal stakeholders to improve HR operational processes and support change management efforts.
• Stay updated on HR analytics trends, technologies, and best practices to continuously improve HR processes.

We look for the following essential qualities in the people who join our team:

• 3+ years of experience in HR analytics, data analysis, or HR reporting.
• Strong proficiency in modern data analytics methods, including advanced Excel.
• Experience with HRIS systems (e.g., employee database, leave, payroll, claims management).
• Strong understanding of data management, including cleaning, validation, and reporting.
• Ability to work with large datasets and translate insights into actionable HR recommendations.
• Familiarity with HR metrics and KPIs (e.g., turnover, retention, headcount, diversity) and their role in strategic decision-making.
• Regional HR experience – ability to collaborate with HR teams across multiple countries for data consolidation and reporting.
• Experience with Workday Adaptive Planning or similar HR analytics tools (preferred but not mandatory).

What the role is:

As part of the Talent Management Branch under the HR Strategy & Development Department, you will manage talent management strategies and initiatives to build a strong leadership pipeline in NEA.

What you will be working on:

You will be responsible for the following:

• Lead the implementation of talent management strategies and initiatives to identify, develop and manage talent in NEA.

• Track, develop and execute career plans of high calibre officers, which include engaging them in career conversations, understanding their career aspirations, and facilitating postings to build their competencies.

• Prepare, facilitate and execute succession plans for key appointments across NEA. You have to understand and anticipate the competency and manpower needs of leadership positions of NEA and undertake engagement sessions with Senior Management to facilitate planning and execution of succession planning for these key positions.

• Engage and equip Managers with necessary skills and knowledge to engage and mentor talent.

• Manage the Public Service Leadership Programme (PSLP) which includes putting up in-service nominations, deployment and nomination for developmental programmes.

• Keep abreast of latest developments in talent development within and outside of the Public Service, and review strategies and approaches where necessary to ensure they are progressive and relevant to our operating context.

What we are looking for:

The job might be for you if you possess the following qualities:

• 3 to 5 years of relevant working experience in the areas of Human Resource, preferably with prior work experience in talent management.

• Strong analytical and critical thinking skills.

• Resourceful, organised, meticulous with strong attention to details.

• Able to engage a wide spectrum of stakeholders at various levels, including Senior Management and high calibre officers.

• Able to work independently and multi-task in a fast-paced environment.

• As part of the shortlisting process for this role, you may be required to complete a medical declaration and/or undergo further assessment.

Applicants will be updated on the status of their applications within 4 weeks of the closing date of this job posting.

About National Environment Agency

The National Environment Agency (NEA) is the leading public organisation responsible for ensuring a clean and sustainable environment for Singapore. Its key roles are to improve and sustain a clean environment, promote sustainability and resource efficiency, maintain high public health standards, provide timely and reliable meteorological information, and encourage a vibrant hawker culture. NEA works closely with its partners and the community to develop and spearhead environmental and public health initiatives and programmes. It is committed to motivating every individual to care for the environment as a way of life, in order to build a liveable and sustainable Singapore for present and future generations.For more information, visit

What the role is:

The Government Procurement Function Office (GPFO) at the Ministry of Finance (MOF) leads procurement transformation and enhances the capabilities of public service procurement officers. Our mission is to develop policies, drive innovations through technology and process improvements, foster a Whole-of-Government (WOG) ecosystem for optimal resource utilization, and build workforce capabilities that enable Government agencies to buy effectively to achieve agencies' mission and objectives while ensuring good governance.

What you will be working on:

We are seeking a proactive and passionate individual to lead the development and implementation of central policies that elevate leadership and workforce excellence across the Government Procurement function. This pivotal role will shape talent strategies, design leadership development programs, and drive workforce engagement initiatives in collaboration with both internal and external stakeholders to build a future-ready procurement workforce and strengthen capabilities across government.Key ResponsibilitiesLeadership and Talent Development• Drive the implementation of leadership and talent development strategies for the Government Procurement function, including leadership rotations, succession planning, and talent engagement initiatives to build a strong leadership pipeline across agencies.• Serve as the secretariat for the Joint Finance and Procurement Talent Development Committee and act as the primary liaison with HR counterparts across agencies to coordinate and implement talent initiatives effectively.Career Development and Mobility• Partner with government agencies to design and facilitate cross-agency learning experiences such as Structured Job Rotations (SJR), GIG Projects, Short-Term Immersion Programmes (STIP), and Private Sector Attachment Programmes.• Leverage the One Talent Gateway (OTG) portal to promote transparency and accessibility of career opportunities within the Procurement community. Curate and develop engaging content to help officers better understand various career pathways and growth opportunities.Stakeholder Engagement and Strategic Partnerships• Maintain strong engagement with HR teams across agencies through regular consultations to align development initiatives with agency needs.• Collaborate with private sector and industry partners to co-create impactful attachment opportunities and assess their effectiveness and value.• Work closely with procurement leaders to design developmental initiatives that promote continuous learning and career growth within the procurement workforce.• Foster a vibrant and connected procurement community through networking events and community-building activities.• Provide data-driven insights and performance reporting to senior management to track the effectiveness and outcomes of workforce development efforts.

What we are looking for:

What We Look For:• Collaborative Spirit: Strong interpersonal skills to engage effectively with diverse stakeholders and foster productive partnerships.• Transformative Mindset: Passion for driving transformation in public service procurement• Communication: Excellent written and verbal communication skills.• Adaptability: Ability to thrive in a fast-paced environment, manage multiple priorities, and embrace change.• Experience: 3-5 years of relevant experience in workforce planning, leadership and talent development, human resources, or a related field.

About Ministry of Finance

The Ministry of Finance (MOF) is responsible for managing Singapore’s fiscal policies and the structure of its economy. We work to maintain international standards and best practices in areas such as company law, accounting standards, and corporate governance principles. We aim to advance the well-being and development of Singapore by:• achieving a balanced budget through prudent and sustainable fiscal policies;• ensuring the prudent investment of the government's reserves and other public funds;• setting out policies for government procurement, customs regulation, accounting standards and business regulation;• fostering a regulatory environment conducive to business and enterprise; and• ensuring that businesses operating within Singapore's jurisdiction are compatible with international standards and practices, in areas such as company law, accounting standards and corporate governance principles.

What the role is:

The Ministry of National Development (MND)’s operating environment is changing rapidly. Amid an evolving geopolitical and socioeconomic context which has reshaped the collective demands on infrastructure and our living environment, the issues we face today are increasingly complex and multi-faceted.The MND Family has started our workforce transformation journey to ensure that our workforce has the right size, shape and skills to deliver on our key business ambitions and organisational priorities. We drive our workforce plans on a medium to long-term horizon, set aspirations and goals, analyse gaps, as well as plan and implement the appropriate strategies and staging plans. Through these, we strive to build a future-ready workforce with the right profile and skills, that is also responsive to our evolving business context and operating models.

What you will be working on:

You will be part of the Workforce Planning Team in MND’s Corporate Development Division, and report to the Team Lead of Workforce Planning.Your responsibilities may include, but are not limited to the following:- Drive MND Family’s resource planning and prioritisation strategies to ensure that MND HQ and our Statutory Boards continue to be well-resourced. These include strategising and prioritising resource asks across the MND Family for the annual resourcing exercises like Reinvestment Fund/Manpower Management Framework (RF/MMF), Central Digitalisation Budget (CDB), Ministry Family PST Budget etc.- Drive MND Family’s strategic workforce planning to manage manpower growth by planning our future manpower trajectory and aligning our manpower resourcing strategies with our business priorities. This also includes developing and implementing an efficient system to capture and manage MND Family’s MMF data.- Drive MND Family’s strategic capability building efforts to transform the MND Family workforce in tandem with our business priorities. These include envisioning the future-state in terms of emergent priority capabilities needed, and drawing up a prioritisation framework and specific capability building strategies.

What we are looking for:

We are looking for someone who is resilient and able to work well in a fast-paced job, able to think strategically and analytically, open to new ways of thinking, and has the perseverance to push boundaries.You should preferably possess:- At least 4 to 6 years of experience in policy, planning and/or project management worko Ability to think logically and systematically, collect and synthesise multiple sources of information, to put forth sound and grounded recommendations and implementation planso Ability to implement, monitor and ensure the execution of all aspects of a project, meet project timelines and milestones, strategically using available resources to achieve objectives efficiently, anticipate potential risks and put in place mitigation measureso Ability to engage and manage internal and external stakeholders across various levels, and form effective partnerships both within and beyond agencies- Excellent writing and presentation skills, attention to details, strong in problem solvingExperience in corporate strategy or corporate planning, workforce transformation, capability development strategies and implementation will be a bonus.

About Ministry of National Development

The Ministry of National Development (MND), the lead government agency responsible for land use planning and infrastructure development, aims to transform Singapore into an endearing home and a distinctive global city. At MND, we aspire to create a quality, vibrant and sustainable living environment for our people. We also strive to shape Singapore into a world-class city of knowledge, culture and excellence – one which keeps pace with global challenges and the rising aspirations of Singaporeans.Our Vision:An Endearing Home, A Distinctive Global CityOur Mission:Develop world-class infrastructureCreate a vibrant and sustainable living environmentBuild rooted and cohesive communities

What the role is:

The Ministry of National Development (MND)’s operating environment is changing rapidly. Amid an evolving geopolitical and socioeconomic context which has reshaped the collective demands on infrastructure and our living environment, the issues we face today are increasingly complex and multi-faceted.The MND Family has started our workforce transformation journey to ensure that our workforce has the right size, shape and skills to deliver on our key business ambitions and organisational priorities. We drive our workforce plans on a medium to long-term horizon, set aspirations and goals, analyse gaps, as well as plan and implement the appropriate strategies and staging plans. Through these, we strive to build a future-ready workforce with the right profile and skills, that is also responsive to our evolving business context and operating models.

What you will be working on:

You will be part of the Workforce Planning Team in MND’s Corporate Development Division, and report to the Team Lead of Workforce Planning.Your responsibilities may include, but are not limited to the following:- Drive MND Family’s resource planning and prioritisation strategies to ensure that MND HQ and our Statutory Boards continue to be well-resourced. These include strategising and prioritising resource asks across the MND Family for the annual resourcing exercises like Reinvestment Fund/Manpower Management Framework (RF/MMF), Central Digitalisation Budget (CDB), Ministry Family PST Budget etc.- Drive MND Family’s strategic workforce planning to manage manpower growth by planning our future manpower trajectory and aligning our manpower resourcing strategies with our business priorities. This also includes developing and implementing an efficient system to capture and manage MND Family’s MMF data.- Drive MND Family’s strategic capability building efforts to transform the MND Family workforce in tandem with our business priorities. These include envisioning the future-state in terms of emergent priority capabilities needed, and drawing up a prioritisation framework and specific capability building strategies.

What we are looking for:

We are looking for someone who is resilient and able to work well in a fast-paced job, able to think strategically and analytically, open to new ways of thinking, and has the perseverance to push boundaries.You should preferably possess:- At least 4 to 6 years of experience in policy, planning and/or project management worko Ability to think logically and systematically, collect and synthesise multiple sources of information, to put forth sound and grounded recommendations and implementation planso Ability to implement, monitor and ensure the execution of all aspects of a project, meet project timelines and milestones, strategically using available resources to achieve objectives efficiently, anticipate potential risks and put in place mitigation measureso Ability to engage and manage internal and external stakeholders across various levels, and form effective partnerships both within and beyond agencies- Excellent writing and presentation skills, attention to details, strong in problem solvingExperience in corporate strategy or corporate planning, workforce transformation, capability development strategies and implementation will be a bonus.

About Ministry of National Development

The Ministry of National Development (MND), the lead government agency responsible for land use planning and infrastructure development, aims to transform Singapore into an endearing home and a distinctive global city. At MND, we aspire to create a quality, vibrant and sustainable living environment for our people. We also strive to shape Singapore into a world-class city of knowledge, culture and excellence – one which keeps pace with global challenges and the rising aspirations of Singaporeans.Our Vision:An Endearing Home, A Distinctive Global CityOur Mission:Develop world-class infrastructureCreate a vibrant and sustainable living environmentBuild rooted and cohesive communities

What the role is:

The Government Procurement Function Office (GPFO) at the Ministry of Finance (MOF) leads procurement transformation and enhances the capabilities of public service procurement officers. Our mission is to develop policies, drive innovations through technology and process improvements, foster a Whole-of-Government (WOG) ecosystem for optimal resource utilization, and build workforce capabilities that enable Government agencies to buy effectively to achieve agencies' mission and objectives while ensuring good governance.

What you will be working on:

As a Lead/Senior Associate in Workforce Planning and Development (WPD) unit of GPFO, the incumbent will play a critical role in shaping and implementing central policies that drive leadership and workforce excellence for the Government Procurement function across the whole of government. The role offers extensive opportunities to work on initiatives to broaden the learning and development in various strategic workforce development and management works.Key responsibilities may include:• Leadership and Talent: Drive leadership and talent development strategies, including leadership rotations, succession planning, and talent engagement to strengthen the leadership pipeline for the procurement function across government agencies. Staff as secretariat for the Joint Finance and Procurement Talent Development Committee and serve as key liaison with all the agencies’ HR to implement key leadership and talent development initiatives.• Career Development: Collaborate closely with government agencies to curate and facilitate out-of-agency learning experiences, including Structured Job Rotations (SJR), GIG Projects, Short-Term Immersion Programmes (STIP) and Private Sector Attachment Programmes. Leverage the One Talent Gateway (OTG) portal to drive greater transparency and accessibility of career opportunities for the Procurement community, through development of content that helps officers understand various career pathways and development opportunities.• Stakeholder Management and Collaboration: Maintain strong relationships with HR teams across government agencies through regular consultation to understand agency needs. Engage private sector / industry partners to create meaningful attachment opportunities and evaluate partnership effectiveness and value creation. Collaborate with procurement leaders across agencies to develop development opportunities to allow growth and learning for the procurement workforce. Foster a vibrant procurement community through networking initiatives. Provide data-driven insights on workforce development initiatives to inform senior management on the outcomes and impact.

What we are looking for:

• Collaborative Spirit: Strong interpersonal skills to engage effectively with diverse stakeholders and foster productive partnerships.• Transformative Mindset: Passion for driving transformation in public service procurement• Communication: Excellent written and verbal communication skills.• Adaptability: Ability to thrive in a fast-paced environment, manage multiple priorities, and embrace change.• Experience: 3-5 years of relevant experience in workforce planning, leadership and talent development, human resources, or a related field.

About Ministry of Finance

The Ministry of Finance (MOF) is responsible for managing Singapore’s fiscal policies and the structure of its economy. We work to maintain international standards and best practices in areas such as company law, accounting standards, and corporate governance principles. We aim to advance the well-being and development of Singapore by:• achieving a balanced budget through prudent and sustainable fiscal policies;• ensuring the prudent investment of the government's reserves and other public funds;• setting out policies for government procurement, customs regulation, accounting standards and business regulation;• fostering a regulatory environment conducive to business and enterprise; and• ensuring that businesses operating within Singapore's jurisdiction are compatible with international standards and practices, in areas such as company law, accounting standards and corporate governance principles.