Manpower Planning Analyst

Purpose: Contribute and support optimizing workforce to achieve its strategic goals and Enhance job role clarity and organizational structure through job description, job family development, and accurate workforce data management.

Job Summary: Analyze workforce data to support forecasting workforce requirements and optimize staffing levels and monitors workforce trends, and identifies talent gaps, contribute to job definition, job description and job family development, in addition to review the Organizational Structure changes and prepare summary impact of these changes, support business units the annual manpower budget preparation and provide manpower utilization efficiency reports and analytics.

Key Responsibilities

• Partner with department heads to conduct regular workforce needs assessments, analyzing workforce requirements and projected workload.
• Present insightful recommendations based on data-driven forecasts and considerations.
• Conduct cost-benefit analyses to evaluate the feasibility and efficiency of proposed manpower solutions.
• Proactively identify and analyze potential manpower challenges or risks, proposing solutions to optimize workforce allocation and address gaps.
• Coordinate the establishment and development of Manpower Planning Policies & Procedures and the guidelines
• Assist in obtaining necessary approvals on all Manpower Requisitions, and distribute the updated manpower plan to the respective stakeholders
• Assist in conducting job analysis prior to developing the job descriptions by gathering information about job duties, responsibilities, required skills, knowledge, and abilities.
• Create clear and concise job descriptions outlining job titles, reporting relationships, job summaries, essential duties and responsibilities, required qualifications and working conditions.
• Regularly assess job descriptions for accuracy and alignment with organizational changes and follow up on approvals of all job descriptions within the company as per the related policies and guidelines.
• Evaluate all requests for additional manpower, creating new positions, deleting positions, upgrading positions, downgrading positions, reclassifying positions, and splitting positions.
• Conduct monthly check of departmental staff headcount by providing all business units with list of staff to have a reconciliation between HR records and the actual count in the department
• Collate and analyze information regarding current number of staff (headcount report), distribution of staff levels within the organization, turnover rates, and retention data.
• Update employee cost center by reorganization of employee’s assignment as per approved job transfer for an accurate charging of cost to concerned department
• Job descriptions are written to reflect major accountabilities and will not describe all the tasks which may be performed by an individual. The incumbent shall perform any additional related duties assigned by the respective line manager to meet operational requirements.
• The incumbent shall ensure the highest standards are followed to safeguard the sensitive and confidential data of the company.

Qualifications (e.g. Education)

• Bachelor’s degree in a related field (such as Business or Human Resources) or equivalent
• 5 years of related experience, preferably in a similar Industry