Workforce Planning Associate

Specific Responsibilities :

Workforce planning is a systematic, fully integrated organizational process that proactively integrates the forecasting elements that relate to recruiting, retention, redeployment, leadership and development of talent.   Through the talent forecast process, workforce planning will generate business intelligence to inform the company of the current, transitional and future talent needs which provide the fundamental and insightful information for manpower plan, critical skill analysis, retention strategies and plans.   Workforce planning will cover the following areas.

• Changes in talent needs will be proportionately more responsive from changes of growth and revenues in business.  Estimates can include the number and type of employees as where and when they will be needed. 
• Current workforce profile outlines the state of the demand and supply factors both internally and externally of the workforce the company has today.
• Transition workforce profile: Demand and supply factors for the transition from current to future workforce.
• Future workforce view: Determine the organization’s needs considering the emerging trends and issues identified during the current workforce profile.  Once critical elements are identified through quantitative and qualitative analysis, the future targets that are the best fit in terms of business strategy and is achievable given the surrounding factors (internal/external, supply/demand) are determined.
• Talent action plans outline specific intentions to attract, retain, redeploy and develop the talent a company needs in order to meet the forecasted quantity and quality of employees in the future. 
• Source and recruit an adequate supply of leaders and key talent:  Maintain an external recruiting capability to identify and court a supply of future leaders to ensure that the company’s growth and profitability are not restricted by an inability to find and hire the right talent.
• Internal development and supply of qualified leaders and key talent:  Identify and groom internal talent and provide learning opportunities to increase the internal supply of future leaders to ensure that the company’s growth and profitability are not restricted by a lack of leadership talent.
• Forecast the gap between talent needs and their availability.  Provide forecasts of talent, diversity and leadership supply and needs to management so that they are aware of the gap between the company’s overall talent needs and the relevant supply of talent.

Skills and Requirements:

• College graduate
• 3-5 years relevant working experience
• Strong numerical sense
• Curious to understand an issue in depth
• Comfortable to work under ambiguity