全职 Manager - Senior Manager 工作, 薪水, National Trades Union Congress (NTUC) 公司招聘中 - Ricebowl

Who we are

Pioneering workers' rights since 1961, the National Trades Union Congress (NTUC) unites 59 trade unions, seven trade associations, 12 social enterprises, and other enterprise partners as we create better lives for workers here in Singapore.

Our work cuts across the different ages and stages of life as we walk the ground and respond to everyday needs. Through initiatives that protect our workers at work, transform careers, manage the cost of living, help with financial resilience and health, and nurture relationships for families, we champion every worker through every touch point as we work towards better wages, welfare, and work prospects.

Because Every Worker Matters.

The Role

You will support how NTUC identifies, develops and deploys its leadership and talent pipeline. The portfolio spans the talent lifecycle, from the NTUC Scholarship programme and early-career development, through talent assessment, leadership development secondments, to succession planning.

Key Responsibilities

Talent Assessment and Succession Planning

• Manage the annual potential assessment and talent review exercises, including coordinating inputs and preparing analyses and materials for management discussions.
• Analyse assessment patterns across departments and over time, identify outliers or inconsistencies, and determine where further review is required.
• Maintain an organisation-wide view of succession coverage, successor readiness, pipeline gaps and development needs for critical roles.
• Identify critical capability and leadership gaps within the succession pipeline and develop plans to strengthen successor readiness through targeted development, posting and talent interventions.
• Provide recommendations on talent, succession and leadership development matters based on assessment outcomes, workforce data and organisational needs.
• Translate management decisions into succession, posting and development actions, with identified owners and timelines.
• Track whether agreed actions are completed and update the succession picture as circumstances change.
• Maintain the accuracy, consistency and confidentiality of talent information.

Leadership Development

• Develop and maintain leadership development pathways and frameworks that support the progression of leaders across different career and leadership stages.
• Use organisational priorities, talent data and assessment findings to define development needs and target groups.
• Design or source leadership development interventions based on the identified need and intended outcome.
• Implement programmes and assessments from planning and procurement through to delivery and review.
• Establish measures for participation, application and outcomes, and use the findings to retain, modify or stop interventions.
• Resolve implementation issues with stakeholders and vendors to keep projects on schedule and within budget.
• Review the effectiveness of talent and leadership frameworks and recommend improvements based on organisational needs and implementation experience.

Talent Mobility and Secondments

• Establish and maintain working relationships with NTUC entities, public service agencies and other organisations that could participate in secondment arrangements.
• Identify secondment opportunities that address NTUC’s capability needs or provide identified officers with relevant work exposure.
• Work with sending and receiving organisations to agree on the role, duration, funding, reporting arrangements and return plans for each secondment.
• Coordinate internal approvals and the movement of officers into and out of secondment assignments.
• Track the outcomes of each secondment for the officer and organisation, and use the findings to develop subsequent arrangements.

Scholarship and Early Talent

• Manage the NTUC Scholarship programme across outreach, selection, award administration and scholar engagement.
• Develop and maintain an individual career development plan for each scholar, covering internships, mentorships, Labour Movement exposure and capability development.
• Ensure that each developmental activity supports the scholar’s career development plan rather than operating as a standalone event.
• Monitor scholars’ academic progress, development and career interests, and adjust their plans when circumstances change.
• Maintain a view of the scholarship pipeline and provide management with updates on scholar progress, risks and projected entry into NTUC.
• Review scholarship outcomes and recommend changes to the programme based on evidence.

Data, Reporting and Project Delivery

• Bring together talent, succession, programme and workforce information to identify patterns, test assumptions and support management decisions.
• Develop reports and tracking tools that show pipeline movements, succession risks, progress against agreed actions and programme outcomes.
• Prepare submissions, presentations and recommendations for management consideration.
• Manage project plans, budgets, procurement, vendors and reporting requirements.
• Establish operating processes for new initiatives and improve existing processes based on data and implementation experience.
• Guide junior team members and review their work, where required.

Job Requirements

• Degree in any discipline.
• At least 5 years of experience in talent management, succession planning, leadership development, workforce planning or another relevant HR role.
• For appointment as Senior Manager, experience leading organisation-wide workstreams and reviewing or supervising the work of other team members.
• Experience using data from multiple sources to identify patterns, test assumptions, support recommendations and monitor outcomes.
• Experience taking projects from problem definition and design through to implementation and review.
• Ability to convert an objective into actions, owners, timelines, operating processes and measures.
• Ability to prepare written analysis and recommendations for management decisions.
• Experience working across organisational boundaries to establish partnerships or conclude joint arrangements.
• Experience managing multiple workstreams, stakeholders, vendors and deadlines.
• Experience in one or more of the following areas: talent assessment, succession planning, leadership development, secondments or scholarship management. Experience across more than one area would be an advantage.
• Ability to handle personnel and talent information in accordance with confidentiality requirements.

We regret to inform that only shortlisted candidates will be contacted.