Workforce Management and Analytics Supervisor  

**Shortlisted candidates will be sent the full JD

Main Duties and Responsibilities

Team Supervision

1. Develops team strategies, goals and plans that are fully aligned with the OCD Group and UPT&OD’s directives and strategies
2. Supervises, monitors, and evaluates the performance of team members and recommends corresponding personnel actions such as promotions, transfers, and dismissal

Workforce Data Governance and Management

1. Leads the design, development, implementation, documentation, and evaluation of the workforce data governance and quality assurance framework, in consultation with the other HR sections
2. Oversees the repository of workforce data, ensuring the completeness and accuracy of information, and the seamless retrieval and sharing of information within UPT&OD

Workforce Management

1. Leads the design, development, implementation, documentation, and evaluation of workforce complement management framework for computing ideal and optimum unit size, in consultation with stakeholders
2. Designs, monitors, and reviews the University’ philosophy and strategies for determining optimum workforce complement, in consideration of the organization realities
3. Develops workforce complement management evaluation framework to determine key performance indicators to show success rate and effectiveness of the workforce complement
4. Tracks the workforce complement, organization structure and details, job classification and job specification details, employee profile and details

Workforce Planning

1. Oversees the process of reviewing requests for the creation of new positions, filling in of vacancies, redesigning jobs, and reclassifying ranks during the budget cycle, in coordination with the different HR sections
2. Works with units in determining workforce demand requirements, in consideration of organization mandate, workflows and processes, workload distribution, employee capability
3. Prepares regular workforce insight reports, which would show a picture of the current and forecasted workforce complement, the workforce situation, and the profile of employees in the University, and how it affects the organization’s optimal performance, in coordination with the different HR sections
4. Consolidates the year-end reports for discussion of top management about workforce requirements and realities, and provides recommendations on how to address such realities and needs
5. Provides forecasts on short- and long-term horizons to help the University prepare for the future

HR Client Partnering

1. Keeps track of updates and developments that affect the University as an organization, including its employees
2. Partners with clients by understanding and addressing their needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables
3. Serves as a partner to an assigned cluster/school on initiatives that require HR/OD expertise and services

WMA and UPT&OD Management Support

1. Assists in preparing WMA budget by conceptualizing operational requirements
2. Assists in creating/updating policies related to workforce management
3. Assists in monitoring, coordinating, implementing, and evaluating projects, deliverables, timelines, agreements, including possible sustainability measures as it contributes to UPT&OD’s goals

Performs other duties as may be assigned by the immediate supervisor or any authorized representative

Knowledge, Skills and Abilities

• Data Governance and Management: Proficiency in setting up data collection trackers, organizing and consolidating data
• Data Analytics Skills: Proficiency in generating and analyzing data, including HR metrics, to extract meaningful insights for informed decision-making
• Forecasting and Predictive Modeling: Capability to forecast future workforce needs based on various data
• Research Acumen: Ability to conduct thorough needs assessments and evaluations
• Report Generation: Ability to write comprehensive reports and provide actionable insights to support decision-making processes
• Critical and Analytical Thinking: Ability to critically analyze complex scenarios and apply analytical thinking to problem-solving
• Systems Thinking: Recognizes patterns and understands the interconnectedness of actions on systems/processes, providing strategic recommendations based on data analysis
• Understanding of Organizational Design: Demonstrates knowledge of organizational elements - structures, functions, process, operational mechanisms, competencies, etc.
• Strategic Vision: Ability to formulate and execute strategic initiatives in alignment with organizational objectives
• Interviewing and Assessment Proficiency: Ability to conduct effective interviews and assessments to determine optimal strategies
• Strong Project Management and Attention to Detail: Manages multiple priorities, adapts to new methodologies, and maintains meticulous attention to detail throughout projects; Ability to systematically and scientifically track performance and metrics, and provide recommendations on where to allocate resources
• Client and Stakeholder Management: Ability to collaborate and manage different levels and personalities of stakeholders
• Exceptional Communication Skills: Strong communication skills, both written and verbal, with the ability to effectively communicate complex data insights to diverse stakeholders.
• Interpersonal Skills: Demonstrates interpersonal abilities to collaborate with stakeholders at all levels, including negotiating effectively
• Innovation and Change Management: Aptitude for driving innovation, facilitating change, and collaborating with diverse stakeholders
• Proficiency in Presentation Tools: Knowledgeable of presentation tools such as PowerPoint, Canva, etc.
• Technological Proficiency: Proficiency in statistical software, data visualization tools, advanced skills in spreadsheets, productivity tools (e.g., Microsoft Office Suite, Google Workspace), coding basic scripts for work efficiency and productivity, and navigating AI tools, etc
• Continuous Learning Orientation: Eager to acquire new knowledge and skills to enhance professional growth
• Adaptability and Proactivity: Comfort with ambiguity, flexibility, adaptability, and proactive approach in navigating unexpected situations
• Result-Oriented with a Sense of Urgency: Strong sense of urgency balanced with a focus on delivering high-quality outcomes within defined timelines

Education and Experience Requirements

• Bachelor's degree in Business Administration, Human Resources, or any related field
• Minimum of seven (7) years of experience in data analysis and management within HR functions, preferably in an academic setting.
• Experience in managing client relationships, collaborating with leaders, and implementing data-driven HR strategies
• Experience with project management