Singapore Project & Delivery: Stakeholder Management, Agile, Project Management Lead 180 Roles -- January 2026

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Singapore's January 2026 Project and Delivery market tracked 180 roles across 105 employers, with enterprise companies representing 93% of postings and a notable hardware/semiconductor cluster. Onsite arrangements led at 43%, the highest among tracked cities.

This report analyzes 180 Project & Delivery job postings from 105+ companies tracked via direct employer career pages and job board aggregators. Our coverage skews toward tech-forward and scaling companies; large enterprises using enterprise hiring platforms may be underrepresented. Coverage varies by section and is noted throughout.

Key Takeaways for Hiring Managers

1.0Accessible Junior Talent Pool A 6:1 senior-to-junior ratio and 31% entry accessibility rate suggest the delivery talent pool is relatively accessible for junior hiring compared to more competitive tracked markets.

1.1Hardware Competes with Tech for project and delivery Talent Hardware and semiconductor companies are competing with consumer tech and professional services for delivery professionals. Emphasizing industry impact, stability, and the tangible nature of hardware projects could help attract candidates.

1.2Onsite Requirements May Limit Candidate Pool With onsite at 43%, the highest across tracked cities, Singapore employers requiring in-person presence may be drawing from a narrower candidate pool compared to markets offering more remote flexibility.

1.3Delivery Manager as a Distinct Role Delivery_manager at 13% is the highest share of that role across tracked cities, suggesting Singapore values this as a distinct function more than other markets. Positioning these roles distinctly may attract specialized candidates.

Compensation

Compensation data excluded due to low disclosure rates in markets without pay transparency legislation.

Employers Hiring for Project & Delivery Roles

Low

High

Market interpretation: Google leads with 18 tracked roles. A hardware and semiconductor cluster is evident: Applied Materials (11), HP (5), Micron (3), and HPE (2) together account for 21 roles. The Maritime Port Authority of Singapore (7) represents government hiring, while NCS (9) is a prominent local IT services firm. New entrants this period include the Maritime Port Authority, Microsoft, and HP. Applied Materials was the biggest gainer (+3 roles), while Cognizant saw the largest decline (-2 roles). Employer concentration is a sampling artifact of tracked sources.

Industry Distribution

49% of roles with industry data

Low

High

Based on 49% of roles with industry data. Professional Services (24%) and Consumer Tech (23%) lead the tracked distribution. Hardware at 15% is a concentration unique to Singapore among tracked cities, likely driven by the semiconductor and electronics manufacturing cluster that includes Applied Materials, Micron, HP, and HPE. E-commerce declined -8pp month-over-month, based on a single month's movement. Marketing Technology appeared as a new entry this period.

Role Specialization

Low

High

Programme Manager leads at 46% of tracked roles, followed by Project Manager at 39%. Delivery Manager at 13% is the highest share of that role across tracked cities, suggesting Singapore employers treat delivery management as a more distinct function. Project Manager gained +4pp month-over-month while Programme Manager declined -5pp, based on a single month's movement, which may indicate a shift in how roles are being titled or scoped.

Seniority Distribution

Junior: 0-2 years | Mid-Level: 3-5 years | Senior: 6-10 years | Staff/Principal: 11+ years (IC track) | Director+: Management track

Low

High

Senior-to-Junior Ratio

6:1

Senior+ roles per Junior role

Entry Accessibility Rate

31%

Junior + Mid-Level roles combined

Senior roles lead at 54%, followed by Mid-Level (19%), Director+ (14%), Junior (12%), and Staff/Principal (1%). The 6:1 senior-to-junior ratio and 31% entry accessibility rate make Singapore among the more accessible tracked markets for delivery professionals entering or advancing in the field.

Company Maturity

46% of roles with company age data

11%Growth Stage

Mature (>15 yrs)87%

Growth (6-15 yrs)11%

Young (<=5 yrs)2%

Based on 46% of roles with company age data. Mature companies (>15 years) account for 87%, the highest share across tracked cities. Growth-stage firms represent 11%, with young companies at just 2%. Singapore's delivery market is led by long-established multinational enterprises, consistent with the city's role as a regional headquarters hub.

Ownership Type

48% of roles with ownership data

24%Private

Public44%

Subsidiary31%

Private24%

Acquired1%

Based on 48% of roles with ownership data. Public companies account for 44%, with Subsidiary at 31%, the highest subsidiary share among tracked cities. Private companies represent 24%. The high subsidiary share likely reflects multinational corporations operating Singapore offices as regional subsidiaries rather than standalone entities.

Employer Size Distribution

45% of roles with company size data

93%Enterprise

Enterprise (1,000+)93%

Startup (<50)6%

Scale-up (50-1,000)1%

Based on 45% of roles with company size data. Enterprise organizations (1,000+ employees) account for 93%, the highest among tracked cities. Scale-up companies represent just 1%. Singapore's delivery roles concentrate in large organizations with complex operational footprints, consistent with the city's position as a base for multinational regional operations.

Working Arrangement

Onsite: office full-time | Hybrid: mix of office and remote | Remote: work from anywhere | Flexible: employee chooses arrangement

78% of roles with known working arrangement

36%Remote

Onsite43%

Remote36%

Flexible14%

Hybrid7%

Based on 18 ATS-sourced roles with arrangement data (a smaller sample than other sections). Onsite leads at 43%, the highest across tracked cities. Remote at 36%. Hybrid at only 7%. Singapore's in-person work culture and smaller geographic footprint likely drive higher onsite rates among direct employer postings compared to other tracked markets.

Skills Demand

32% of roles with skills data

Low

High

Skills insight: Based on 32% of roles with skills data (58 roles). Stakeholder management leads at 36%, the highest single-skill share across tracked delivery markets, suggesting relationship management is a core expectation for Singapore delivery roles. PRINCE2 (7%) and Governance (7%) appear alongside Agile (22%) and PMP (7%), indicating Singapore employers may value both agile and structured governance methodologies more broadly than other tracked markets. Resource planning (9%) is a skill that appears more prominently in Singapore's profile than in other tracked cities.

Market Context

1.Skills-Based Hiring Gaining Traction Singapore employers are increasingly adopting skills-based hiring approaches, with greater emphasis on practical experience and adaptability over traditional degrees or certifications (Robert Walters, 2026).

2.PMET Opportunities in Growth Sectors Strong opportunities for professionals, managers, executives, and technicians continue to emerge in Information and Communications, Financial Services, and Professional Services, sectors that together account for 39% of tracked Singapore delivery roles (Lifelong Learning SG, 2026).

3.Hardware and Semiconductor Sector Presence Applied Materials, Micron, HP, and HPE together represent 21 tracked delivery roles, consistent with Singapore's position as a semiconductor manufacturing and design hub in Southeast Asia.

4.AI Governance Talent Shortage Singapore's rapid push toward AI adoption is creating a growing shortage of talent in AI governance, with demand for AI skills expanding beyond technical roles to general management and project delivery positions (Lifelong Learning SG, 2026).

5.Contract and Transformation Hiring Remains Active Hiring activity for contract positions in Tech and Transformation remained upbeat through 2025, suggesting continued momentum for delivery professionals managing digital transformation initiatives in 2026 (Robert Walters, 2025).

Methodology

This report analyzes direct employer job postings for Project & Delivery roles in Singapore during January 2026.

Data collection:

1.Over 100 roles from 105+ employers aggregated from multiple sources
2.Recruitment agency postings identified and excluded (0% of raw data)
3.Jobs deduplicated across sources to avoid double-counting

Classification:

1.Roles classified using an LLM-powered taxonomy
2.Subfamily, seniority, skills, and working arrangement extracted
3.Employer metadata enriched from company databases where available

Limitations:

1.Not a complete census of the market - some roles may not be captured
2.Skills analysis based on 58 roles with skill data (32% coverage)
3.Salary data not included due to low disclosure rates
4.Working arrangement based on 18 ATS-sourced roles (Adzuna excluded due to truncated descriptions)

Data coverage:

58%

Seniority coverage

Roles with seniority level classified

78%

Arrangement coverage

Roles with working arrangement known

32%

Skills coverage

Roles with skills extracted from description

56%

Employer metadata

Roles with enriched company data

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