Senior Manager, Policy & Planning (5-month contract), Office of Human Resources

Job Description

• Policy Development & Governance
  • Formulate and review HR policies and strategies to ensure relevance and alignment with organizational priorities.
  • Establish governance frameworks and harmonize HR guidelines and practices across schools and departments where applicable.
• Research, Benchmarking & Analysis
  • Conduct research on HR trends, market practices and regulatory changes to guide policy recommendations.
  • Perform benchmarking with higher education institutions and relevant sectors to ensure competitiveness and relevance of HR frameworks.
• Strategic Workforce Planning
  • Conduct workforce analytics to identify gaps, highlight key manpower trends, and propose strategies to address them.
  • Partner business units to understand business needs and workforce requirements to support their manpower planning needs.
  • Support the running of the Manpower Review Committee meeting - collating requests, providing staff assessment of requests, meeting logistics, noting down decisions of the Committee, keying outcomes into system, informing Departments of Committee's decision.
• Project & Change Management
  • Manage HR policy-related projects, including policy rollouts, system/process redesign etc.
  • Support change management efforts through communication plans, training, and stakeholder alignment.
• Reporting & Management Information
  • Prepare reports and proposals on key manpower trends and analysis for senior management, boards and committees.
  • Work closely with HR heads to develop and consolidate HR's workplan.
• System Rollout
  • Participate in user acceptance testing for rollout of new manpower headcount and EOM budgeting system.
• Other duties as assigned.

Qualifications

• Bachelor's degree with at least 5 years of relevant experience in HR, preferably with strategic workforce planning and policy experience.
• 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.

• Policy Development & Governance
  • Formulate and review HR policies and strategies to ensure relevance and alignment with organizational priorities.
  • Establish governance frameworks and harmonize HR guidelines and practices across schools and departments where applicable.
• Research, Benchmarking & Analysis
  • Conduct research on HR trends, market practices and regulatory changes to guide policy recommendations.
  • Perform benchmarking with higher education institutions and relevant sectors to ensure competitiveness and relevance of HR frameworks.
• Strategic Workforce Planning
  • Conduct workforce analytics to identify gaps, highlight key manpower trends, and propose strategies to address them.
  • Partner business units to understand business needs and workforce requirements to support their manpower planning needs.
  • Support the running of the Manpower Review Committee meeting - collating requests, providing staff assessment of requests, meeting logistics, noting down decisions of the Committee, keying outcomes into system, informing Departments of Committee's decision.
• Project & Change Management
  • Manage HR policy-related projects, including policy rollouts, system/process redesign etc.
  • Support change management efforts through communication plans, training, and stakeholder alignment.
• Reporting & Management Information
  • Prepare reports and proposals on key manpower trends and analysis for senior management, boards and committees.
  • Work closely with HR heads to develop and consolidate HR's workplan.
• System Rollout
  • Participate in user acceptance testing for rollout of new manpower headcount and EOM budgeting system.
• Other duties as assigned.