JOB DESCRIPTION

Position Summary:

The Crisis Support Executive (CSE) in the Crisis Support Team supports the work of the Core Services by conducting initial assessment of clients’ risks and needs. This includes classifying of incoming calls and text messages according to the risk levels. He/she decides the required follow up actions, which typically include referring of cases to the Clinical Team for crisis support or counselling.

CSE also makes preliminary outgoing calls or text messages, if necessary, to facilitate the initial assessment in terms of client risk level. He or she provides frontline support to volunteers who are manning the organisation’s 24-7 hotline service.

Duties and Responsibilities:

· Conduct initial assessment and classify incoming calls and text messages according to the risk levels. Scope of work includes:

– Classify calls and text messages on the system

– Make outgoing calls or text messages where necessary to facilitate assessment

– Provide first level response to low-risk clients where necessary

– Provide information on SOS services or on community resources to third party callers

– Support in the administration and documentation of the processes

– Refer cases to the Clinical team for follow up actions/crisis support interventions

– Coordinate on the activation of emergency support where applicable

· Frontline support to volunteers (SAMs) who are manning the organisation’s 24-7 Services. Scope of work includes:

– Assist with phone or chat duties in the event of shortage of volunteers

– Being activated onsite to support persons in crisis or next-of-kin

– Support in training and supervision of trainee volunteers

– Orientate and guide new volunteers who have just started performing call or messaging duties on their own

– Support and guide volunteers in the Phoneroom or over online platforms by listening in during calls or monitor chats and provide consultation where appropriate

– Conduct debrief sessions with volunteers where necessary, especially for those who handled calls or chats with imminent risks and experienced distress as a result

– Update volunteers on callers’ or clients’ development

– Provide off-site support for volunteers outside of office hours where necessary

JOB DESCRIPTION

Position Summary:

This role collaborates directly with the Deputy CEO to uphold and drive the strategic direction of the organisation, ensuring alignment with its mission, vision, and long-term goals. It provides leadership across strategic planning, advancement and planning, innovation and research functions, with oversight of cross-departmental initiatives that shape the organisation’s future.

The Director engages a wide spectrum of internal and external stakeholders, including government agencies, donors, sector partners, and community groups to advocate for the organisation’s interests, foster strategic partnerships, and amplify its impact. This includes spearheading fundraising efforts, expanding outreach, and positioning the organisation as a thought leader in suicide prevention.

The role demands a high level of strategic thinking, leadership, and analytical capability, with the ability to navigate complex organisational dynamics, lead through change, and respond effectively to crises. It is pivotal in shaping the organisation’s voice, influence, and innovation agenda across the sector.

Duties and Responsibilities:

Strategic Development

• Driving strategic planning in partnership with the executive team ensuring cohesive planning and execution of strategic initiatives and long-term plans for the organisation.
• Championing the development of cross-cutting organisational projects, promoting interdepartmental collaboration and innovation.
• Synthesising research and data to deliver strategic insights and high-impact recommendations that inform executive-level decision-making and organisational direction
• Overseeing strategic communications across internal and external channels, ensuring consistent messaging, timely dissemination of information, and alignment with organisational priorities.
• Playing a key role in managing crises or emergencies that may arise, including coordinating responses and communicating with stakeholders.
• Acting as a senior representative of the organisation at key external engagements, strengthening strategic relationships and advancing the organisation’s visibility and influence.

Advancement & Planning

• Cultivating and sustaining high-impact relationships with key external stakeholders, including government agencies, sector partners, and industry leaders, to advance the organisation’s strategic interests and visibility.
• Leading the development and review of advancement strategies, including stakeholder engagement, donor cultivation, and partnership management, to strengthen the organisation’s resource base and influence.
• Strategically expanding community outreach efforts to raise public awareness of suicide prevention, deepen community engagement, and position the organisation as a trusted voice in mental health advocacy.
• Overseeing the organisation’s fundraising strategy, ensuring alignment with strategic priorities, donor expectations, and long-term sustainability goals through targeted campaigns and relationship-building.

Innovation & Research

• Sets the strategic direction for innovation and research initiatives, aligning them with organisational goals and sectoral trends.
• Leads and integrates efforts across multiple departments to foster a culture of innovation, evidence-based practice, and continuous improvement.
• Secures funding and collaborative opportunities to amplify impact and position the organisation as a leader in suicide prevention.
• Champions the use of data and research to inform policy, service design, and strategic decisions.
• Oversees the development of impact measurement frameworks to evaluate effectiveness and drive accountability.

JOB DESCRIPTION

Duties and Responsibilities:

Curriculum Development & Enhancement

• Design, review, and update training materials on programmes offered by SOS, for both in-house and external (suicide prevention, crisis response, counselling and mental health awareness)
• Develop interactive and engaging learning experiences, including case studies, simulations, and role-playing exercises to facilitate transfer of learning
• Work closely with subject matter experts, psychologists, and trainers to design and develop curricular training materials and assessment tools for various learning programmes

Quality Assurance & Compliance

• Ensure all training content meets organisation policies, ethical guidelines, accreditation requirements, and industry best practices
• Monitor and evaluate training effectiveness through feedback, assessments, and post-training evaluations
• Implement improvements based on data-driven insights to enhance learner engagement and outcomes
• Oversee Adult Educator development and performance to ensure quality training delivery

Training Delivery & Facilitation, Assessment and Learner Support

• Conduct in-person, online, and hybrid training sessions tailored to diverse learner groups
• Use interactive teaching methods, including case studies, role-playing, and group discussions, to enhance learning.
• Adapt training delivery based on participant needs and learning styles
• Conduct assessments (written or role play) for WSQ courses, SSG-funded or AIC-funded courses

Stakeholder Engagement

• Collaborate with the Business Development and Communication teams in SOS to promote training programmes to key audiences
• Lead the strategic expansion of training programmes by proactively assessing emerging skill gaps, sector developments, and future workforce demands
• Collaborate with Business Development to curate training or partnership proposals and materials for collaborations with government agencies, social service agencies, and corporate organisations.
• Work closely with trainers, mental health professionals, and advocacy groups to strengthen course offerings. Support partnerships with universities, mental health organisations, and community groups to expand training reach.

Staff/ Volunteers Learning & Development Strategy

Work closely with HR and Volunteer Management to:

• Lead the development and implementation of a structured staff/ volunteer learning and development framework, ensuring continuous professional growth.
• Conduct training needs analysis (TNA) to assess competency gaps and develop tailored programs for different levels of employees.
• Implement a competency-based learning model that integrates technical skills, core skills, emotional resilience, and leadership skills.

Others

• As recommended by Deputy Director – potential involvement in projects that increases or enhances organisational missions and impact

JOB DESCRIPTION

Duties and Responsibilities:

· Provide direct clinical services to suicidal individuals and their concerned parties as well as to suicide survivors over multi-modality approaches such as Counselling, Crisis Support, home visits, group work, phone calls and email.

· Participate or take lead in Organisational projects or task forces relating but not limited to core service, as assigned

· Represent the Organisation on community talks, training programmes or panel discussion to advocate or equip community on the topic of suicide

· Enhance his/her clinical knowledge and skills through active participation in the supervision; training, collaborative outreach with external professional group/agency and self-learning in order to provide up to standard clinical services to our clients

JOB DESCRIPTION

Organisation Development

• Lead Strategic OD initiatives to enhance organisation performance, structure, and culture.

• Provide strategic OD support and drive change management processes aligned with transformation goals, including structural alignment, communication, role clarity, behavioural change and reinforcement strategies.

Performance Management & Total Rewards

• Work with consultants to scope, design, and implement an enhanced Performance Management Framework that aligns with the organisation’s mission, vision, and strategic goals.

• Establish clear performance measurement criteria linked to key competencies and core responsibilities.

• Manage the full performance cycle, from goal-setting to mid-year reviews and year-end evaluations.

• Develop and implement a total rewards strategy, ensuring compensation structures are competitive, fair, and aligned with market benchmarks.

• Engage key stakeholders to ensure organisation-wide needs are reflected in performance and rewards frameworks.

• Ensure alignment between performance management outcomes and employee growth, recognition, and career development strategies.

Talent Development & Competency Frameworks

• Lead the development of a competency framework for key roles, defining required skills, proficiency levels, and career pathways.

• Work with stakeholders to integrate competency frameworks into talent development, recruitment, and performance assessments.

• Provide guidance to employees and managers on career progression and skills development conversations.

• Design and implement structured learning roadmaps and workplace learning plans to address key competency gaps.

• Oversee the development of leadership and high-potential talent programmes.

Learning & Development (L&D) Framework

• Develop a structured internal L&D framework, especially for new hires, to accelerate their onboarding and role effectiveness.

• Identify key learning needs and collaborate with training providers, consultants, and internal experts to develop relevant programmes.

• Establish a system for tracking learning effectiveness and application to business outcomes.

Employee Engagement & Experience

• Manage employee engagement surveys, including pre- and post-survey coordination, data analysis, and reporting.

• Identify trends and insights from engagement data to propose targeted interventions for improving employee experience.

• Plan, source, and coordinate employee engagement initiatives such as well-being programmes, webinars, and organisation-wide staff activities.

• Develop communication materials to inform and engage employees on key initiatives.

• Measure the effectiveness of employee engagement programmes and recommend continuous improvements.