OD & Manpower Planning Senior Specialist

Purpose of Job Jobholders at this level are capable of operating with minimal supervision. They work within guidelines and procedures in order to prepare more complex, specialized or ad hoc reports in their related field. They contribute to the completion of milestones or operational targets within the assigned functional area. They undertake operational activities including assisting in development of organizational and position structure activities, workforce planning activities, budgets, and documentation functions. Job Resposiblites Job Details Organizational and Positional Structure • Review and update the organizational structure by creating the needed value chains in alignment with desktop analysis and stakeholder meetings for assigned levels (N3 and below) • Create and update functional descriptions for updated organizational structure, positional structure and job title framework in alignment with updated organizational structure • Review and update JFs and JDs, behavioral and technical competencies in alignment with reviewed and updated organizational structure • Identify and update job tracks continuously Workforce Plan • Define key activities per business area to develop related manpower tool • Conduct workforce planning workshops and meetings and feedback sessions to identify activities, workload drivers and duration • Finalize the workforce plan taking into consideration all mandatory and requested organizational changes as well as ad hoc requests to identify labor demand and supply • Process vacancies redistribution requests, job amendment requests and reports, job requisitions, as well as resignation reports to generate and update workforce plan reports HC Budget • Gather and review reports pertaining to HR budgets, conduct meetings with concerned departments to negotiate and finalize pertaining budgets • Finalize documentation of budgets and prepare necessary HC budget reports to seek approval • Conduct meetings with concerned stakeholders including Finance and Administration, HC Vice Governor for final remarks and approval • Develop dashboards for approved HC budgets to monitor utilization, compliance and efficacy HC Documentations • Conduct meetings with IT and Digitization to secure functionality and adequacy of HRIS system • Keep the HRIS system updated with relevant data and documents for reference at any point in time Organization and Operations • Follow all relevant policies, processes and standard operating procedures so that work is carried out in a controlled and consistent manner • Help in solving escalated problems and provide needed support for junior team to ensure work is carried out in an efficient manner • Escalate complex problems to the relevant person to ensure cases/issues are closed properly • Perform other duties as requested People Management • Train junior staff on the different job activities to ensure transfer of know-how, when applicable • Provide clear direction, prioritize tasks, assign and delegate responsibility, and monitor the workflow of subordinates/ junior staff • Support junior staff or direct reports in order to execute their duties according to set policies and processes Communication and Contacs Education Bachelor’s degree in Human Resources Management, Business Administration, or equivalent is required Experience A minimum of 2 years of relevant experience Competencies Human Capital Strategy - Developing Negotiation and Influence - Developing Coaching and Internal Business Consulting - Developing Human Capital Program Design - Proficient Data Analytics - Proficient Professionalism - Developing Collaboration and Communication - Developing Results Oriented - Developing Customer Focus - Developing Enablement of Change and Innovation - Developing Show more Show less

Bachelor’s degree in Human Resources Management, Business Administration, or equivalent; a minimum of 2 years of relevant experience.

Review and update the organizational structure by creating value chains; create and update functional descriptions for organizational and positional structures; review and update job families, job descriptions, behavioral and technical competencies; identify and update job tracks. Define activities to develop manpower tools; conduct workforce planning workshops and meetings; finalize workforce plan considering changes and ad hoc requests; process vacancies, job amendments, reports, and requisitions; gather and review HR budget reports; finalize budget documentation and seek approvals; develop dashboards to monitor budget utilization and compliance; coordinate with IT/HRIS to ensure data accuracy; keep HRIS updated; follow policies and SOPs; support junior staff; escalate complex problems; train and mentor junior staff; provide direction and monitor workflow; communicate with stakeholders.