Manager/Senior Manager, People Development

About the role

[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. The role plays a central part in strengthening the sector's talent pipeline, leading outreach and engagement efforts that position social service as a compelling career destination for potential entrants, students, and mid-career switchers. It partners with SSAs and IHLs to co-create and amplify attraction strategies, ensuring outreach efforts are audience-appropriate, evidence-informed, and aligned with broader sector branding. [What you will be working on] Manpower Pipeline Development and Scheme Management Design and implement strategies and initiatives to build a sustainable manpower pipeline for the social service sector, grounded in 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, SSAs, and social service professionals - and translate these insights into evidence-based approaches to pipeline development. 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, including policies spanning recruitment, retention, career development, and performance management. Ensure schemes are well-administered, outcomes-focused, and continuously improved based on implementation learnings and stakeholder feedback. Contribute to policy papers and strategic recommendations for senior management where relevant, with a clear line of sight from data to decision to implementation. Develop implementation guides, toolkits, and resources that enable SSAs to adopt and embed workforce best practices within their own organisations. Develop and maintain annual work plans for respective work areas, ensuring regular review and alignment with evolving sector needs and organisational priorities. 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 informed by an understanding of workforce demographics and emerging manpower trends, so that messaging and programming remain relevant and forward-looking. Proactively identify emerging challenges and opportunities in talent attraction and initiate timely responses that keep pace with shifts in the labour market and the evolving needs of 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 facilitate collaborative approaches to workforce challenges. Represent the organisation in inter-agency working groups, policy consultations, and sector-wide discussions on workforce matters, advocating effectively for initiatives that advance professional development and sustainable workforce planning. Data Management, Monitoring and Evaluation Establish and maintain robust workforce data systems and performance tracking frameworks that enable ongoing monitoring of policy and programme effectiveness. Conduct regular reviews and impact assessments, synthesising findings into actionable recommendations for policy refinement. Build the sector's evidence base on workforce matters by producing high-quality reports on trends, gaps, and the outcomes of key initiatives. Programme Strategy and Stakeholder Stewardship Provide thought leadership and secretariat support to shape the design, planning, and execution of key sector initiatives, ensuring programmes remain strategically relevant and operationally sound. Build and sustain strong partnerships with key stakeholders including programme part