Policy HR Analyst (Lead/Senior) (Compensation and Org Design)

PSD’s HR Policy cluster is reimagining HR policies, including compensation and benefits, talent attraction, development, performance management, for Singapore’s biggest employer – the public service and its 156,000 officers. We’re rethinking how policies, operations and tech could look like for a multi-generational workforce, against the backdrop of career tour-of-duties and tech disruption. Play a driving role in enabling a diverse, flourishing public sector workforce that continues to deliver great policies, initiatives and services, for the next 60 years.

You’ll spearhead policy transformation initiatives alongside a dynamic team of policy analysts from various agencies and specialists from Accenture, PWC and Kantar. You’ll ensure that our compensation and organisational design policies don’t just keep pace – they lead the way, ensuring that we attract the best talent for the job, while balancing fiscal prudence and being future-ready to cater to evolving trends such as job fractionalisation. The short feedback loop means that you will land tangible impact, quickly, on the ground.   As Policy HR Analyst (Lead/Senior) (Compensation and Organisational Design), you will be involved in: Policy Transformation and Implementation • Perform end-to-end of policy development and implementation: From understanding the need, developing policy solutions, operationalising through agencies and systems, closing the feedback loop and refining policies • Challenge traditional compensation and organisational design policy-making paradigms by introducing data-driven frameworks, design thinking approaches, and agile policy development methodologies that enhance responsiveness and effectiveness • Develop policy acumen for national-level strategic considerations, anticipating future needs and economic/manpower trends to ensure policies remain ahead of the curve

Strategic Expertise Development • Develop deep expertise and specialist knowledge in (a) formulating performance and market-based rewards frameworks and compensation packages and (b) organisational design and structural planning, job grading/evaluation methodologies that reflect modern and future workforce realities

Thought Leadership and Advocacy • Be a thought leader in advocating best practices of how Public Service compensation policies and strategies can evolve to be future-ready

• Drive cross-sector learning and knowledge exchange to continuously enhance policy transformation capabilities

Strategic Partnership and Operations • Forge deep partnerships with key stakeholders, such as HR leaders, agency senior management and HR systems and tech teams, to ensure seamless policy implementation that delivers measurable impact

• Manage agencies’ clarifications and requests, and innovate on the operational front through tech, process and policy redesign, to free up time for more impactful work

• Have opportunities for stretch assignments that involve cross-cluster collaboration on areas such as compensation and benefits, performance management, talent mobility, ops and tech