Editorial summary

The company is seeking a Manager or Senior Manager in the Office of Staff Development to lead the design and implementation of organization-wide talent and leadership development strategies. The role involves partnering with senior management and internal stakeholders to develop impactful, evidence-based programs that strengthen the leadership pipeline and foster a positive learning culture. Candidates should have experience in leadership development, strategic planning, and stakeholder engagement. Compensation details are not specified.

This summary is AI-generated and may contain inaccuracies. Please refer to the full job description below.

Job description

[This job id 29913 first appeared in Job-Q.com on 05 Sep 2026]

[What the role is]

Lead the design and implementation of organisation-wide talent and leadership development strategies, frameworks and interventions that strengthen RP’s leadership pipeline, build leadership capability and shape a positive leadership and learning culture. The role partners senior management, HODs, internal stakeholders and external partners to translate organisational priorities and Whole-of-Government directions into impactful, evidence-informed development solutions.

[What you will be working on]

1. Leadership Development Strategy and Programmes
•    Lead the design, review and implementation of RP's leadership and talent development strategies, frameworks and programmes, ensuring alignment with organisational priorities, leadership competencies and Whole-of-Government initiatives.
•    Plan and oversee leadership and talent development interventions for leaders, identified talent and successors, including leadership programmes, stretch assignments, mentoring, coaching, secondments and other developmental opportunities. 
•    Plan and oversee milestone and continuous development interventions for leaders at different levels, including new Reporting Officers, First-Line Managers, Middle Managers, senior leaders and identified successors. 
•    Conceptualise, source, procure, implement and evaluate leadership programmes and platforms, for in-house and external milestone programmes. 
•    Partner internal and external stakeholders to contextualise programme content, develop RP-relevant case studies and ensure effective end-to-end programme delivery. 
•    Use participant feedback, leadership data and organisational insights to strengthen programme relevance, application and impact.
•    Supervise and develop team members, provide guidance on complex cases, ensure quality of work and support effective workload management.

2. Leadership Assessment, Coaching and Mentoring
•    Lead the implementation of leadership assessment and feedback initiatives, including Leadership Competency Framework (LCF) 360 exercises and other leadership diagnostic tools. 
•    Analyse leadership and organisational insights to identify capability gaps and recommend targeted development interventions.
•    Develop and oversee coaching, mentoring and leadership growth initiatives to support leadership transitions, successor readiness and individual development.
•    Partner stakeholders to strengthen leadership culture, organisational effectiveness, collaboration and change readiness through leadership forums, workshops and organisation development interventions.

3. Strategic Workforce Planning System and Workforce Insights
•    Lead the implementation, enhancement and governance of RP's Strategic Workforce Planning (SWP) system to support workforce capability planning and decision-making across the Polytechnic.
•    Develop workforce, leadership and capability dashboards, reports and analytics to monitor leadership pipeline strength, succession readiness, talent development outcomes, and critical and emerging competencies.
•    Analyse workforce and organisational data to identify capability gaps, workforce risks and development priorities, and recommend interventions to support RP's long-term workforce needs.
•    Drive continuous improvement, automation and digitalisation of workforce planning processes, including integration with talent, leadership and competency development initiatives.

4. Learning and Development Budget and Resource Management
•    Plan and manage the learning and development budget for the Talent and Leadership Development portfolio, aligned with approved priorities, programme plans and anticipated organisational needs.
•    Monitor budget utilisation, commitments and expenditure, identify variances and emerging pressures, and provide timely reports and recommendations to management. 
 

[What we are looking for]

•    Relevant qualification in Human Resources or Business Management, or its related fields.
•    About ten years of relevant work experience in Human Resource, with familiarity in Leadership, Career, Learning & Development areas.
•    Excellent interpersonal, communication, management and writing skills.
•    A team player who is independent, resilient, resourceful, able to work in ambiguous, complex situations and comfortable with taking a hands-on approach.
•    Proficient in Microsoft Office applications (e.g. Excel, SharePoint) and digitally-proficient to learn the use of new learning tools.
•    Some experience with IT projects, Workday HCM, SAP HR, Robotics Process Automation, Chatbots and Macro programming will be advantageous

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