Senior Manager, People Development

[What the role is]

This role sits at the intersection of strategic workforce planning and operational excellence, driving the development, implementation, and evaluation of workforce policies that strengthen the social service sector's manpower capabilities. The role will shape sector-wide manpower strategies — translating complex workforce challenges into actionable policies and initiatives — while ensuring rigorous execution that delivers measurable impact on the sector's ability to attract, develop, and retain talent.

Beyond policy work, the role plays a pivotal part in advancing the sector's capability development journey, partnering with Social Service Agencies (SSAs) to build organisational capacity in people management. The role also serves as the custodian of scheme policies and processes, ensuring they remain current, compliant, and aligned with broader government frameworks. In addition, the role provides strategic and secretariat leadership for key sector initiatives, stewarding programmes from design through to alumni engagement to ensure they contribute meaningfully to a stronger, more resilient social service ecosystem. [What you will be working on]

Strategic Workforce Planning and Policy Development

Lead the development of forward-looking workforce strategies by conducting rigorous research and analysis of manpower trends, labour market conditions, and workforce demographics. Develop a deep understanding of the social service landscape, including the needs and perspectives of key target audiences — potential entrants, Social Service Agencies (SSAs), and social service professionals. Translate insights into evidence-based policies spanning recruitment, retention, career development, performance management, and long-term workforce planning. Prepare policy papers and strategic recommendations for senior management, with a clear line of sight from data to decision to implementation. Proactively identify emerging workforce challenges and opportunities, and initiate policy responses ahead of the curve rather than reactively. Develop and maintain annual work plans for respective work areas, ensuring regular review and alignment with evolving sector needs and organisational priorities.

Manpower Pipeline Development and Scheme Management

Design and implement strategies and initiatives to build a sustainable manpower pipeline for the social service sector. Manage manpower schemes end-to-end, encompassing the full scope of talent recruitment, programme management, and manpower development. Identify gaps in the pipeline across different talent segments and develop targeted interventions to address them. Ensure schemes are well-administered, outcomes-focused, and continuously improved based on implementation learnings and stakeholder feedback. Develop implementation guides, toolkits, and resources that enable SSAs to adopt and embed workforce best practices within their own organisations.

Talent Attraction and Outreach

Create, identify, and curate programmes, events, and platforms — including workshops, seminars, career fairs, and award ceremonies — that support talent attraction efforts and raise the profile of social service as a compelling career choice. Facilitate, organise, and conduct outreach activities targeted at potential entrants, students, and mid-career switchers to promote career opportunities in the sector. Ensure outreach efforts are well-coordinated, audience-appropriate, and aligned with broader sector branding and manpower strategies.

Partnership Development and Stakeholder Engagement

Establish and maintain strong partnerships with SSAs, Institutes of Higher Learning (IHLs), training institutions, and other relevant agencies to address the sector's recruitment and manpower development needs. Build and sustain relationships with key stakeholders across the ecosystem — including potential entrants, sector professionals, and government partners — to fac