Ministry Of Social And Family Development, Singapore (MSF) Hiring! Full Time Senior Assistant Director, Organisation - Capability Development in - Ricebowl

Help shape the organisation, capabilities and culture MSF needs for the future!

At MSF, our work makes a difference to individuals, families, and society. Delivering that mission well requires an organisation and workforce that can continue to grow, adapt and respond to changing needs.

Our Human Resource Division is transforming how we support MSF and our people, moving beyond traditional HR delivery to become trusted advisers, strategic partners, and future-enablers. We are strengthening how we build workforce capabilities, develop leaders, enable meaningful careers, shape culture and organisational effectiveness to create an engaging workplace and supportive employee experience.

About the Role

As Senior Assistant Director, Organisation & Capability Development, you will play a key role in the Division’s transformation, leading an integrated portfolio that strengthens MSF’s organisational effectiveness and prepares our leaders and workforce for evolving needs.

You will provide professional leadership across organisation development (OD), capability building, learning and leadership development, career development, culture, employee engagement and well-being.

Working with senior leaders, divisions and HR partners, you will diagnose organisational and workforce needs, shape evidence-informed interventions, mobilise stakeholders and build capability across MSF to sustain change. You will also lead in building partnerships and networks needed to deliver organisation-wide outcomes.

What You will be Working On

• Shape future workforce capabilities: Partner divisions and functional leads to identify the capabilities MSF needs for its evolving work and operating demands. Translate competency assessments and workforce insights into targeted capability-building priorities, integrate competencies into relevant learning, career and workforce processes, and evaluate the effectiveness of capability development interventions.

• Develop leaders and enable meaningful careers: Oversee learning and leadership development interventions aligned to the needs of different workforce and leadership segments. Work with functional leads to develop learning and leadership frameworks and roadmaps, and drive career development frameworks, tools and programmes that help officers build skills, broaden experience and prepare for current and future roles.

• Strengthen organisational effectiveness, culture and change management: Lead organisational diagnosis using organisation development (OD) methodologies, data and stakeholder insights. Shape and oversee organisation-wide OD, culture and change interventions, partnering divisions to adapt approaches to different business contexts and needs.

• Translate MSF's desired culture, values and behaviours into practical leadership, team and workplace practices: Build OD and change capability across MSF so key stakeholders can continue to drive and sustain outcomes within their areas.

• Build an engaged, connected and resilient workforce: Identify emerging employee-engagement and well-being needs and translate insights into relevant priorities and interventions. Oversee MSF's internal communications approach and employee-listening channels, including surveys and feedback exercises, and guide analysis of workforce sentiments, well-being indicators and emerging concerns to inform organisation-wide and division-level actions.

• Build capability and provide guidance to leaders and stakeholders to strengthen employee engagement, well-being and employee-support practices, and review the reach and effectiveness of interventions to ensure that they remain relevant and sustainable.

• Lead through partnership and influence: Lead, develop and coach a professional team and build strong partnerships with leaders and stakeholders across MSF.

• Exercise professional judgement in determining the appropriate level, approach and stakeholders for organisation and workforce interventions, balancing Ministry-wide priorities with diverse divisional needs, available evidence, implementation feasibility and resources.

• Build shared ownership for organisation and people outcomes, recognising that sustainable change is achieved not through HR acting alone, but by enabling leaders, divisions and stakeholders across MSF to play their part.

What We Are Looking For

Functional/Technical Competencies

• Tertiary qualification in Human Resource Management, Organisation Development, Psychology, Business, Social Sciences or a related discipline. Professional certification in HR, Organisation Development, Change Management or Learning & Development is an advantage.
• At least 8 years of relevant experience across two or more of the following areas: organisation development, change management, capability development, learning and leadership development, employee engagement, culture transformation, career development or other strategic people-development functions.
• At least 5 years of experience leading and developing a team. Experience partnering senior leaders and stakeholders on organisation-wide people and organisational initiatives is advantageous.
• Strong expertise in organisation development and change management, learning and leadership development, workforce capability development, and employee engagement and experience.
• Sound knowledge of career development and the development and application of competency frameworks.

Generic Competencies

• Strategic and systems thinker, able to diagnose complex organisational and workforce issues, translate strategic intent into practical and scalable solutions, and balance Ministry-wide priorities with diverse divisional needs.
• Strong organisational acumen, with a good understanding of how organisational policies, operations, people and workplace dynamics intersect.
• Strong stakeholder engagement and influencing skills, with the ability to build shared ownership, align diverse stakeholders, and mobilise networks and partnerships across the organisation.
• Able to manage a diverse portfolio of organisation and workforce initiatives while maintaining strategic focus and attention to implementation quality.
• Strong people leader, with the ability to lead, develop and coach a professional team.
• Adaptable and resilient, comfortable navigating ambiguity, complexity and competing priorities while maintaining focus on outcomes.