COMPANY DESCRIPTION

Montfort Care is a vibrant workplace with a supportive culture where collaboration and camaraderie thrive. Our teams are highly cooperative, and colleagues genuinely care for each other. We celebrate diversity and innovation, united by our three core values: Dare to be Different, Teamwork, and CHIONG!

Expect a dynamic and fast-paced environment, as we are in an exciting phase of growth. Success here requires adaptability, agility, and the ability to navigate complexity. Our people stay with us because they find a strong sense of purpose and community, enjoying the opportunity to make a tangible difference in people's lives.

We offer a flexible work environment that values the importance of personal and professional growth. With plenty of opportunities for continuous learning and development, Montfort Care is an ideal place for those who want to grow their careers while contributing to meaningful change.

Join us to be part of an amazing team that's dedicated to making a difference and having fun while doing that!

RESPONSIBILITIES

The Assistant Director, Talent Management plays a pivotal role in shaping Montfort Care's talent agenda to enable organizational growth and transformation. Reporting to the Director, Strategy & Growth, this role is responsible for designing and executing a comprehensive talent management framework that strengthens leadership capability and builds a sustainable pipeline for critical roles.

You will lead the development and implementation of Montfort Care's high-potential program, ensuring systematic identification, grooming, and progression of future leaders across all levels. In addition, you will drive succession planning for key leadership and mission-critical positions, mitigating talent risks and ensuring organizational resilience.

Working closely with senior leaders, HR, and external partners, you will integrate workforce planning, leadership development, and capability building into strategic priorities. This includes leveraging data-driven insights to inform decisions, securing funding for talent initiatives, and fostering partnerships that position Montfort Care as an employer of choice in the social service sector.

This role demands a balance of strategic thinking and hands-on execution, with a strong focus on talent readiness for transformation projects, leadership development, and creating an engaging employee experience that aligns with Montfort Care's social mission.

Definition: We define talents as a subset of our general population of employees. The talents highlighted in the JD comprises approximately 5-8% of our total employee base.

Shape and Execute Talent Strategy for Montfort Care (MFC)

Lead the design and implementation of Montfort Care's Talent Management Strategy, ensuring alignment with organizational goals and social mission.
Establish measurable KPIs and accountability frameworks to track progress and mitigate talent risks.
Integrate workforce planning with strategic priorities, ensuring the right talent is in the right roles at the right time.
In collaboration with HR, develop an Employee Value Proposition (EVP) for key talent segments to strengthen attraction, engagement, and retention.

Build Strategic Partnerships

Cultivate relationships with external talent partners, government agencies, and industry bodies to stay ahead of trends and secure resources for talent initiatives.

Support Chief Strategy Officer (CSO) and Director, Strategy & Growth in talent-related forums and collaborations, positioning the organization as a thought leader and talent magnet in the social service talent space.

Drive Organisation Growth and Transformation through Talent

Supporting the Director, Strategy & Growth in assessing talent requirements for new opportunities for service innovation and long-term sustainability of MFC's service pillars.
Partner with HR and Heads of Service Pillars to identify critical talent needs for transformation projects, ensuring readiness for new service models. This includes capability building and talent development capabilities.
Propose and implement developmental opportunities for critical talents to succeed in their roles as part of transformation initiatives.
Together with HR's learning & development team, develop a holistic people development and talent management framework to ensure that all MFC employees are developed to contribute effectively based on their capabilities, potential, and aspirations.
Provide talent consulting to senior leaders to support organization design, capability building for new service models.

Building Leadership Pipeline and Succession Management

Conceptualise and develop MFC's high potential program to strengthen our leadership and talent pipeline at all levels of the organisation.
Develop and maintain a robust succession plan (based on internal and external talent pool) for key leadership and critical roles to manage critical talent risk with a 1-5 year time horizon.
Oversee recruitment strategies for senior and critical roles together with the recruitment team to align talent requirements with organisational growth.
Utilise assessment tools to provide objective evaluation on talent potential, leadership readiness, and developmental needs.
Drive the cadence and annual talent council review.

Vendor Management

Manage procurement, and track performance of vendors to deliver talent and leadership development solutions.

Funding Management

Secure funding with government agencies to support programmes and manpower resource for the Talent Management team. Ensure the KPIs are met.

Plan talent management budget and be accountable for the expenditure of these funds in support for MFC's organisational objectives.

People Management

Lead and develop a team to drive delivery of MFC's talent management programmes.

Review job roles, provide job descriptions and manage team performance.

Foster a culture of innovation to meet social mission and objectives.

Risk and Compliance

Understand IPC (Institute of Public Character) and charity organisations compliance and regulatory requirements and ensure adherence.
Understand funding agencies requirements in areas of security, data privacy etc. and ensure adherence.

Others

Responsibilities listed above are not exhaustive. From time to time, additional duties or projects may be assigned based on organizational needs.

QUALIFICATIONS

Bachelor's Degree in Human Resource, Management, Public Policy, Learning Development, Organisational Development, or related fields.
Postgraduate qualifications in social work, HR, Organisational Psychology is advantageous but not mandatory
Institute of HR Professional - Certified Professional (IHRP-CP) and above certifications preferred.

OTHER INFORMATION

Relevant Experience and Required Competencies

7-10 years of progressive leadership experience in talent management, organizational development, HR strategy, HR business partnering in social service, healthcare, or mission-driven organisations.
Candidates from other sectors with an interest in driving the talent agenda in the social service sector will also be considered.
3-5 years of leading teams or major workstreams with a demonstrated ability to drive organisation-wide talent programs.
Experience in designing and implementing talent management programs such as high-potential frameworks and succession planning.
Strong knowledge of various talent assessment tools, leadership frameworks and talent development methodologies.
Past experience in procuring and managing vendor performance.
Strong stakeholder management skills ability to build partnerships, influencing stakeholders of varying seniorities (front-line staff to leadership team).
Knowledge of Singapore social service ecosystem and policies is an advantage.
Ability to multi-task, lead concurrent initiatives, and work in a fast-paced and dynamic environment.
Strong analytical ability & problem-solving skills to identify critical areas for action in a data-informed manner.
Excellent verbal and written communication skills

.Only shortlisted candidates will be notified.

Please note that your application will be sent to and reviewed by the direct employer - Montfort Care