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Senior Specialist, Talent Management & Workforce Development

Strategy & Future | Government Human Capital | Grade 3
Competencies
Hover on any of the competencies below to view a detailed description.
Core Competencies
Proficiency Levelsicon
Intrapreneurship
Applying
Critical Thinking and Data-Driven Decision Making
Applying
Facilitates Collaboration and Influence
Applying
Learning Agility
Applying
Digital Savviness
Applying
Results-Driven Outcomes
Applying
Public Service Excellence
Applying
Leading Change
Applying
Technical Competencies
Proficiency Levelsicon
Capacity and Capability Building
Advanced
Learning and Reskilling Strategy
Advanced
Work and Job Reinvention
Intermediate
Strategic Workforce Planning
Advanced
Potential Movements
Strategy & Future
Government Human Capital
2
Manager
Talent Management & Workforce Development
Lateral Arrow
25 Lateral Movements
Assistant Advisor
Talent Management & Workforce Development
Lateral Arrow
24 Lateral Movements
Vectical Movement Arrow
3
Senior Specialist
Talent Management & Workforce Development
(Current Role)
Lateral Arrow
5 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
  • Experience working in projects related to employee upskilling and reskilling, digital capabilities development, strategic workforce planning, leadership development, and employee redeployment.
  • Strong knowledge on progressive HR trends and practices
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