Lead, Workforce Planning, Office of Human Resources

Description

COMPANY DESCRIPTION

Singapore Management University is a place where high-level professionalism blends together with a healthy informality. The 'family-like' atmosphere among the SMU community fosters a culture where employees work, plan, organise and play together – building a strong collegiality and morale within the university.

Our commitment to attract and retain talent is ongoing. We offer attractive benefits and welfare, competitive compensation packages, and generous professional development opportunities – all to meet the work-life needs of our staff. No wonder, then, that SMU continues to be given numerous awards and recognition for its human resource excellence.

RESPONSIBILITIES

• Strategic Workforce Planning
• Lead the development and implementation of the University’s workforce planning framework to support institutional strategy, operating priorities, and long-term workforce sustainability.
• Partner HR Business Partners and Heads of Departments to assess current and future workforce needs, identify capability gaps, and develop aligned workforce plans.
• Facilitate consultations on workforce initiatives, balancing stakeholder perspectives with institutional priorities and resource considerations.
• Drive organisation-wide workforce reviews, including analysis of structure, headcount, role design, and workforce deployment.
• Workforce Analytics, Research and Insights
• Develop and oversee workforce analytics, planning models, and management reports to support evidence-based decision-making.
• Analyse workforce trends, including headcount, attrition, vacancies, and other key HR metrics, to inform management reporting and workforce policy reviews.
• Monitor headcount distribution and Expenditure on Manpower (EOM) budgeting and tracking.
• Strategic Workforce Policy Reviews
• Lead workforce planning initiatives and projects, including workforce planning exercises and manpower budget reviews.
• Support the development and review of workforce-related policies, frameworks, and guidelines to ensure alignment with organisational needs and sound governance.
• Recommend interventions to address workforce challenges, improve productivity, and strengthen organisational effectiveness.
• HR Planning and Cross-Functional Coordination
• Work closely with HR Centres of Expertise and relevant stakeholders to integrate workforce planning considerations into broader HR strategies and initiatives.
• Any other duties assigned.

QUALIFICATIONS

• Degree in Human Resources Management or equivalent with at least 8 years of relevant experience in HR, preferably with strategic workforce planning or HR analytics.
• Familiarity with Higher Education and Public Sector HR landscape:
• Familiarity with higher education and public sector HR policies and practices.
• Analytical skills:
• Strong strategic and analytical thinking skills, good quantitative skills with fundamental understanding of analytics.
• Stakeholder engagement skills:
• Strong stakeholder engagement skills to engage spectrum of stakeholders, and ability to navigate diverse viewpoints and build consensus.
• Communication skills:
• Strong verbal and written communication skills with ability to translate concept into concrete implementation plans, and communicate changes effectively to stakeholders.
• Technology proficiency:
• Proficiency in HR analytics tools, HR enterprise systems like SuccessFactors, SAP Analytics Cloud, ability to use data visualization tools to generate insights for reporting.

Responsibilities

• Strategic Workforce Planning
• Lead the development and implementation of the University’s workforce planning framework to support institutional strategy, operating priorities, and long-term workforce sustainability.
• Partner HR Business Partners and Heads of Departments to assess current and future workforce needs, identify capability gaps, and develop aligned workforce plans.
• Facilitate consultations on workforce initiatives, balancing stakeholder perspectives with institutional priorities and resource considerations.
• Drive organisation-wide workforce reviews, including analysis of structure, headcount, role design, and workforce deployment.
• Workforce Analytics, Research and Insights
• Develop and oversee workforce analytics, planning models, and management reports to support evidence-based decision-making.
• Analyse workforce trends, including headcount, attrition, vacancies, and other key HR metrics, to inform management reporting and workforce policy reviews.
• Monitor headcount distribution and Expenditure on Manpower (EOM) budgeting and tracking.
• Strategic Workforce Policy Reviews
• Lead workforce planning initiatives and projects, including workforce planning exercises and manpower budget reviews.
• Support the development and review of workforce-related policies, frameworks, and guidelines to ensure alignment with organisational needs and sound governance.
• Recommend interventions to address workforce challenges, improve productivity, and strengthen organisational effectiveness.
• HR Planning and Cross-Functional Coordination
• Work closely with HR Centres of Expertise and relevant stakeholders to integrate workforce planning considerations into broader HR strategies and initiatives.
• Any other duties assigned.