AVP Group Learning & Organisational Development

About NETS Group

The NETS Group is a leading payments services group, enabling digital payments for merchants, consumers and banks across the entire payments value chain. Guided by our purpose, Connecting Communities, Empowering Lives , we aspire to be a leading digital payments company in Singapore and the region.

The Group operates Singapore’s national debit scheme enabling customers of DBS Bank/POSB, HSBC, Maybank, OCBC Bank, Standard Chartered Bank and UOB to make payments using their ATM cards or mobile devices at more than 120,000 acceptance points in the country as well as online payments.

Position Summary

At NETS Group, we believe our people are the heart of everything we do. As the Group transforms, we have laid the foundations of a Group-wide Skills House: a common language of roles, skills, career pathways and proficiency levels across every entity. The next chapter is bringing it to life.

We are looking for an Assistant Vice President, Group Learning and Organisational Development, to lead that chapter. In this Group role, your focus is putting the Skills House into practice: how NETS Group assesses, develops and moves its people, through skills assessments, individual development plans and internal mobility. You will also partner the VP, L&OD on Group priorities in people manager capability, talent and culture. We are in a building phase, and many of the processes, tools and ways of working are being set up for the first time. If you enjoy building from the ground up and turning frameworks into practice, this is your chance to unlock the potential of every employee across the Group.

Key Responsibilities

Operationalising the Group Skills House

• Lead the Group-wide rollout of the Skills House to employees and people managers, from launch and communications to manager enablement, so every employee understands their role’s skills, proficiency expectations and career pathways.
• Embed the Skills House in SuccessFactors, partnering vendors so skills profiles, assessments, IDPs and learning connect in one system.
• Design and run skills assessments for all employees, including the assessment approach, manager calibration and governance, and equip employees and managers to set up individual development plans (IDPs) and track progress against them.
• Connect skills to learning and the wider talent cycle, mapping programmes and digital content, including AI and GenAI, to priority skill gaps, and enabling skills-based hiring, internal mobility and performance and development conversations.
• Turn skills data into insight for leaders on capability gaps and progress at entity and Group level, and keep the Skills House current as roles and strategy evolve.

Scaling People Manager Capability

• Roll out the People Manager Series roadmap across the Group, so every people manager understands their development pathway and becomes more effective in their role.
• Scale programmes from pilot to Group-wide, including a refreshed first-time manager programme, through an efficient rollout model that tracks impact.

Building Future Leaders

• Raise the quality of the annual talent identification and succession planning discussions, so that decisions on critical roles and successors are tied to business objectives.
• Drive accelerated development for Group talents and successors, and track their progress and readiness for their target roles through the year.

Engagement, Culture & Change

• Drive the Group Employee Engagement Survey, partnering leaders to diagnose the root causes behind priority areas and shape targeted action plans that address causes, not symptoms.
• Lead Group-wide culture and change interventions that embed trust, psychological safety, change-readiness and our Core Values in how people work.
• Extend risk culture initiatives across the Group to strengthen managerial effectiveness, in line with expectations for a MAS-regulated group.

Stakeholder Engagement, Execution & Impact

• Engage stakeholders at every level, from employees to Group leadership, to secure sponsorship and drive adoption.
• Set success measures for each initiative and report impact to senior leadership.
• Manage vendors, facilitators and budgets for value and quality, and coach L&OD team members on the initiatives you own.

Why Join Us

• Empowering People: we trust you to take ownership of Group-wide initiatives and lead them with confidence, as part of a transformation sponsored at Group leadership level.
• Unlocking Potential: grow your career with Group-wide breadth across a leading payments group.
• Creating Possibilities: join a small, collaborative team where ideas move quickly from proposal to rollout, and help shape the future of how the Group grows its people.

Qualifications:

• A degree or equivalent professional qualification in any discipline; depth of relevant experience matters more than in the field of study.
• Around 13 to 15 years of experience in Learning and Development, Leadership Development, Talent Management and Succession Planning, or Organisational Development, including leading large-scale, multi-entity rollouts.
• Hands-on experience implementing skills or competency frameworks, such as skills assessments, IDPs or career pathways, and driving their adoption with managers and employees.
• Strong change management and communication skills, and confidence engaging senior leaders.
• A builder’s mindset and genuine passion for engaging stakeholders across levels to drive impact.

Good to have:

• Experience with SuccessFactors or a similar HR or learning platform.
• Exposure to talent and succession planning, engagement surveys or culture programmes.
• Experience in financial services, payments or another regulated environment