[HRD] Senior Manager/Assistant Director, Human Resource Department

The incumbent will support leadership development, total rewards and HR policy initiatives. He / She will also lead policy and process reviews for efficacy, efficiency and to meet stakeholder needs, driving system integration and migration efforts. This role requires close collaboration with internal HR officers, cross-functional stakeholders and external consultants to ensure HR processes and systems remain effective, current, and aligned with ACRA’s needs. Responsibilities Working under the Deputy Director (HRD), the HR professional will support a broad range of HR activities, such as: (a) Leadership Development - support and coordinate leadership development programmes, working with relevant stakeholders to manage milestone programmes, the Public Service Leadership Programme (PSLP), and other leadership training initiatives. The incumbent will be responsible for managing succession planning and leadership development matters for Directors and above, ensuring that programme nominations, scheduling, and follow-through are handled effectively. (b) Total Rewards and Benefits - review remuneration packages and benefits to ensure roles remain competitive and aligned with market practices. (c) HR Process and Policy Review and Improvement - serve as the overall Project Lead for the HR Process and Policy Review, working closely with HR officers across functional areas to review, streamline, and improve HR processes and policies. This includes HR policy development and maintenance, payroll-related processes and emplacement workflows, ensuring that all processes are clearly defined, consistently applied, and ready for system integration. (d) HR Systems Integration and Migration - responsible for integrating reviewed HR processes into UDAP 2.0, coordinating with relevant stakeholders on system training and departmental manpower-related matters. In addition, the incumbent will serve as the Designated Person overseeing the migration of HR functions from HRPS to Workday, managing the transition plan, coordinating with system owners and HR and Payroll officers, and ensuring continuity of HR operations throughout the migration. (e) Competency Framework Maintenance - responsible for the ongoing maintenance and updating of Functional Competencies across HRPS, Workday, and other relevant platforms, ensuring that competency frameworks remain accurate, current, and accessible to ACRA. (f) Data Analytics & Reporting – support in collecting, analysing, and interpreting HR data from HRPS / Workday, and other relevant platforms to deliver accurate and timely workforce insights, dashboards, and reports to support reviews and management decisions. Monitor key metrics, including headcount, attrition, and talent trends, and translate complex data into actionable recommendations for HR and business stakeholders. Requirements Job Requirements • At least 6 years of HR experience, ideally in the specified functional areas and familiarity with HRPS, Workday operations. • Ability to thrive in a dynamic environment and adapt to change. • Demonstrates positivity, teamwork, and a dedicated commitment to serving the public sector. • Possess strong interpersonal, written and verbal communication skills Functional Competencies (a) Talent Management & Succession Planning - Possess a strong grasp of how the organisation's talent management strategy aligns with government-wide approaches, oversee talent nomination and engagement, recommend and implement assessment tools, design and review talent and succession frameworks, ensure effective succession planning for leadership roles, and advise managers on coaching, mentoring, and talent management. (b) Total Rewards – Lead the review and integration of Total Rewards policies and processes with other HR functions, engage stakeholders to shape strategies, and maintain awareness of common industry practices. (c) HR Policies and Processes - Lead holistic HR policy and process reviews across various HR functions, develop change management plans for new implementations, and evaluate deviations by considering their impact on interrelated HR policies and processes. (d) Data Analytics & Insights - Administer advanced analytical and visualisation techniques to analyse and present large datasets, draw insights that inform HR strategies, propose appropriate courses of action, and convey evidence-based recommendations to stakeholders and management. (e) Ops-Tech Planning & Solutioning - Possess in-depth expertise in HR systems and emerging technologies, gather user requirements, engage stakeholders, manage and evaluate HR system implementations, ensure high-quality outcomes, and continuously seek opportunities to improve HR practices and resolve process issues through innovative solutions.