Senior Manager, Planning & Organisation Development

You will be part of the Planning & Organisation Development team to drive workforce planning and analytics to strengthen organisational health and workforce sustainability. This is an individual contributor role that calls for strong analytical thinking, execution excellence, and cross-functional collaboration.

Workforce Planning & Analytics

• Build and maintain HR dashboards, reports, and analytics tools to visualise insights clearly.
• Analyse workforce data, including recruitment, attrition, demographics, and capability profiles, to identify trends and risks.
• Work with HR Teams to translate findings into practical recommendations (based on research and benchmarking) for workforce planning and policy refinements
•  Develop and track HR metrics to measure the effectiveness of people strategies and initiatives.

Organisation Health & Engagement Insights

• Work with the Engagement team to interpret quantitative and qualitative insights from multiple sources to provide a holistic view of workforce sentiment and organisational health.
• Map the employee lifecycle against personal life stages to identify key touchpoints that shape the employee experience.
• Co-develop follow-up interventions and action plans that strengthen employee engagement and organisational effectiveness.

Job Requirements

• Degree in Human Resources, Business, Psychology, or a related discipline, with at least 8 to 10 years of relevant experience in workforce planning, HR analytics, or organisation development.
• Proficiency in Excel and data visualisation/ analytics tools (e.g. Power BI, Tableau, or equivalent). Certification in HR/ People data analytics is a plus.
• Excellent communication and presentation skills with the ability to translate insights into clear, compelling narratives.
• Strong understanding of systems thinking principles, including feedback loops, causal mapping, and leverage points.
• Basic understanding of OD principles, including organisational diagnosis and development interventions including change management frameworks.
• Collaborative, curious, and comfortable navigating ambiguity in a fast-evolving business environment.