Responsibilities:
1. Strategic Workforce Planning
- Design, ascertain and formulate the development of workforce planning strategies aligned with corporate strategy, business expansion plans, and transformation initiatives.
- Facilitate effective organisation design and set up towards optimisation of manpower that support current and future group strategies and business ventures.
- Oversee and optimise the organisation's staff cost structure, ensuring manpower investments are aligned with business priorities, productivity targets, and overall financial sustainability.
- Lead the annual manpower planning and budgeting process, including forecasting workforce demand, monitoring staff cost trends, and ensuring alignment with approved financial targets.
- Partner closely with HR Business Partners, Talent Acquisition, Learning & Development, and business leaders to ensure human capital strategies are aligned with organisational priorities.
2. Human Capital Analytics
- Establish and lead a robust HR analytics framework to support data-driven decision-making.
- Develop and maintain dashboards and analytics on key HR metrics such as headcount, attrition, recruitment effectiveness, & workforce optimisation and productivity.
- Analyse staff costs structures and productivity metrics to support initiatives that improve efficiency, optimise resource allocation, and enhance value from human capital investments.
- Drive the adoption of advanced analytics tools, digital solutions, and best practices to enhance HR's capability in strategic workforce planning and analytics
3. HRIS
- Lead the management and continuous improvement of the Human Resource Information System (HRIS) to support the organisation's human capital strategy.
- Develop and implement HRIS governance, policies, and standard operating procedures to ensure system integrity and compliance.
- Oversee the daily administration, configuration, and maintenance of the HRIS platform.
- Manage system updates, upgrades, and enhancements in collaboration with IT and system vendors.
- Ensure the accuracy, completeness, and integrity of employee data within the HRIS.
- Establish data governance frameworks and validation processes.
4. Reporting & Insights
- Preparation of human capital reports for senior management, executive committees, and board-level discussions.
Requirements:
- Bachelor's degree in Human Resources, Business/Management, Economics, Data/Statistics, Industrial Engineering or related field.
- 812 years total HR experience with 35 years leading workforce planning and/or HR analytics at enterprise level; exposure to manpower budgeting and organisation design.
- Proven ability to build HR dashboards (e.g., Power BI), run trend & cohort analyses, and translate insights into clear workforce actions.
- Handson experience linking staffcost structures to P&L/budget, performing forecast vs. actual analysis, and advising on productivity and ROI of HC initiatives.
- Strong storytelling & executiveready writing
- Working location: Setia Alam
