About Us

Singapore Management University is a place where high-level professionalism blends together with a healthy informality. The 'family-like' atmosphere among the SMU community fosters a culture where employees work, plan, organise and play together - building a strong collegiality and morale within the university.

Our commitment to attract and retain talent is ongoing. We offer attractive benefits and welfare, competitive compensation packages, and generous professional development opportunities - all to meet the work-life needs of our staff. No wonder, then, that SMU continues to be given numerous awards and recognition for its human resource excellence.

Job Description

• This position is for Office of Human Resources (HR).
• Strategic Capability Building & Talent EnablementDefine and implement SMU-wide capability framework and capability roadmaps aligned to strategic priorities, workforce planning, and talent priorities.
• Lead capability gap assessments and organisational diagnostics, including stakeholder consultations and data-driven analysis, to identify critical capabilities and define capability building roadmaps.
• Design and implement integrated capability development strategies; embed capability priorities into workforce planning, talent strategy and frameworks, career pathways and workforce plans.
• Collaborate with HR teams to design and implement integrated talent strategy, processes, and frameworks; career pathways and workforce plans.
• Learning & DevelopmentDesign, implement, and evaluate the University's corporate learning programmes and learning solutions.
• Build and maintain a coherent learning architecture, including curricula, learning pathways, faculty/ training/facilitation team, and digital learning platforms.
• Facilitate learning programmes, focus groups discussions, team development activities and strategy planning sessions as required.
• Develop communication and engagement strategies to drive participation and adoption of learning and/or OD initiatives.
• Coach and support leaders and employees in building leadership, management, and professional capabilities.
• Manage learning and development budget for assigned initiatives and programmes, ensuring value, quality and governance.
• Evaluate and enhance learning effectiveness through data, impact assessment, and feedback; provide insights to support Senior Management in talent and workforce decisions.
• Organisational Development (OD)Contribute research, analysis, and best practices to the Talent & Organisational Development (T&OD) strategy, ensuring alignment with SMU's strategic direction and priorities.
• Lead organisational diagnostics, learning needs analysis and skills-gap analysis, to identify critical capability gaps, development opportunities, and foster continuous improvements.
• Design and deliver organisational development and change initiatives, including leadership effectiveness, team performance, culture, and ways of working.
• Develop competency frameworks and career pathways across roles and career levels to address skills gaps and support progression.
• Lead change communication and stakeholder engagement to ensure alignment, understanding, and sustained adoption of initiatives.
• Governance, Measurement & ImpactEstablish success metrics, dashboards, and evaluation frameworks to track the impact of capability, learning, and OD initiatives.
• Provide strategic insights, analytics, and reporting to HR leadership and relevant governance committees.
• Ensure strong financial stewardship and effective management of external partners and vendors.
• Any other duties assigned.

Qualifications

• Professional Qualifications & ExperienceDegree qualified, preferably in Human Resources (HR), Organisational Development (OD), Psychology, Education, or related discipline with at least 7 years' relevant HR experience, with demonstrated expertise in Organisational Development, Learning & Development, Talent Management, or Employee Engagement.
• Proven experience working with senior and executive leadership teams in complex, diverse stakeholder environments.
• Functional CompetenciesCapability & Organisational Diagnostics & Analytics: Strong capability in conducting organisational diagnostics, skills gap analyses, and learning needs assessments using both qualitative and quantitative approaches
• Capability Building and Talent Frameworks - Sound understanding of workforce planning, career architecture, succession planning and talent systems; able to develop capability frameworks, competency models, leadership and succession development frameworks.
• L&D Strategy and Curriculum Design - Thorough understanding of adult learning principles, instructional design models, and blended learning strategies; capable of designing and delivering learning programmes, curricula, and pathways.
• Organizational Development & Change Management - Thorough understanding of organizational development theories and interventions; ability to design and deliver culture, leadership, team effectiveness, and change initiatives.
• Project Management: Strong ability to plan, organise, coordinate, multi-task and prioritise under pressure with minimal direction; adept at managing stakeholders
• Data Analysis & Reporting - Able to design dashboards, evaluation frameworks, and reports for measuring programme impact. Interprets workforce data, learning analytics, and engagement metrics effectively to support talent recommendations or decisions.
• Core CompetenciesStrategic Thinking, Data Skills & Judgement: Applies data, diagnostics, and evidence to prioritise and design effective interventions; anticipates future workforce needs.
• Communication and Influence: Demonstrates high level of listening skills; communicates complex ideas clearly; influences, engages and advises across all levels, in particular senior levels.
• Problem Solving & Innovation: Uses analytical and critical thinking to solve problems, introduces innovative solutions.
• Collaboration & Stakeholder Management: Builds trusted relationships and fosters cross-functional collaboration.
• Facilitation & Coaching - Experienced in facilitating workshops, focus groups, team development sessions, and strategic meetings. Strong coaching and mentoring abilities.
• Results Orientation & Accountability: Delivers quality outcomes on time and within budget, demonstrates ownership and accountability.

Other Information

#LI-ST1

Candidates who do not possess the stipulated qualifications but have relevant work experience may still apply. Remuneration and appointment terms shall commensurate with qualifications and experience. SMU reserves the right to modify the appointment terms where necessary.

Posted On 19 Jun 2026

About Us

Singapore Management University is a place where high-level professionalism blends together with a healthy informality. The 'family-like' atmosphere among the SMU community fosters a culture where employees work, plan, organise and play together - building a strong collegiality and morale within the university.

Our commitment to attract and retain talent is ongoing. We offer attractive benefits and welfare, competitive compensation packages, and generous professional development opportunities - all to meet the work-life needs of our staff. No wonder, then, that SMU continues to be given numerous awards and recognition for its human resource excellence.

Job Description

• This position is for Office of Human Resources (HR).
• Strategic Capability Building & Talent EnablementDefine and implement SMU-wide capability framework and capability roadmaps aligned to strategic priorities, workforce planning, and talent priorities.
• Lead capability gap assessments and organisational diagnostics, including stakeholder consultations and data-driven analysis, to identify critical capabilities and define capability building roadmaps.
• Design and implement integrated capability development strategies; embed capability priorities into workforce planning, talent strategy and frameworks, career pathways and workforce plans.
• Collaborate with HR teams to design and implement integrated talent strategy, processes, and frameworks; career pathways and workforce plans.
• Learning & DevelopmentDesign, implement, and evaluate the University's corporate learning programmes and learning solutions.
• Build and maintain a coherent learning architecture, including curricula, learning pathways, faculty/ training/facilitation team, and digital learning platforms.
• Facilitate learning programmes, focus groups discussions, team development activities and strategy planning sessions as required.
• Develop communication and engagement strategies to drive participation and adoption of learning and/or OD initiatives.
• Coach and support leaders and employees in building leadership, management, and professional capabilities.
• Manage learning and development budget for assigned initiatives and programmes, ensuring value, quality and governance.
• Evaluate and enhance learning effectiveness through data, impact assessment, and feedback; provide insights to support Senior Management in talent and workforce decisions.
• Organisational Development (OD)Contribute research, analysis, and best practices to the Talent & Organisational Development (T&OD) strategy, ensuring alignment with SMU's strategic direction and priorities.
• Lead organisational diagnostics, learning needs analysis and skills-gap analysis, to identify critical capability gaps, development opportunities, and foster continuous improvements.
• Design and deliver organisational development and change initiatives, including leadership effectiveness, team performance, culture, and ways of working.
• Develop competency frameworks and career pathways across roles and career levels to address skills gaps and support progression.
• Lead change communication and stakeholder engagement to ensure alignment, understanding, and sustained adoption of initiatives.
• Governance, Measurement & ImpactEstablish success metrics, dashboards, and evaluation frameworks to track the impact of capability, learning, and OD initiatives.
• Provide strategic insights, analytics, and reporting to HR leadership and relevant governance committees.
• Ensure strong financial stewardship and effective management of external partners and vendors.
• Any other duties assigned.

Qualifications

• Professional Qualifications & ExperienceDegree qualified, preferably in Human Resources (HR), Organisational Development (OD), Psychology, Education, or related discipline with at least 7 years' relevant HR experience, with demonstrated expertise in Organisational Development, Learning & Development, Talent Management, or Employee Engagement.
• Proven experience working with senior and executive leadership teams in complex, diverse stakeholder environments.
• Functional CompetenciesCapability & Organisational Diagnostics & Analytics: Strong capability in conducting organisational diagnostics, skills gap analyses, and learning needs assessments using both qualitative and quantitative approaches
• Capability Building and Talent Frameworks - Sound understanding of workforce planning, career architecture, succession planning and talent systems; able to develop capability frameworks, competency models, leadership and succession development frameworks.
• L&D Strategy and Curriculum Design - Thorough understanding of adult learning principles, instructional design models, and blended learning strategies; capable of designing and delivering learning programmes, curricula, and pathways.
• Organizational Development & Change Management - Thorough understanding of organizational development theories and interventions; ability to design and deliver culture, leadership, team effectiveness, and change initiatives.
• Project Management: Strong ability to plan, organise, coordinate, multi-task and prioritise under pressure with minimal direction; adept at managing stakeholders
• Data Analysis & Reporting - Able to design dashboards, evaluation frameworks, and reports for measuring programme impact. Interprets workforce data, learning analytics, and engagement metrics effectively to support talent recommendations or decisions.
• Core CompetenciesStrategic Thinking, Data Skills & Judgement: Applies data, diagnostics, and evidence to prioritise and design effective interventions; anticipates future workforce needs.
• Communication and Influence: Demonstrates high level of listening skills; communicates complex ideas clearly; influences, engages and advises across all levels, in particular senior levels.
• Problem Solving & Innovation: Uses analytical and critical thinking to solve problems, introduces innovative solutions.
• Collaboration & Stakeholder Management: Builds trusted relationships and fosters cross-functional collaboration.
• Facilitation & Coaching - Experienced in facilitating workshops, focus groups, team development sessions, and strategic meetings. Strong coaching and mentoring abilities.
• Results Orientation & Accountability: Delivers quality outcomes on time and within budget, demonstrates ownership and accountability.

Other Information

#LI-ST1

Candidates who do not possess the stipulated qualifications but have relevant work experience may still apply. Remuneration and appointment terms shall commensurate with qualifications and experience. SMU reserves the right to modify the appointment terms where necessary.

Posted On 19 Jun 2026