Alpha
Job Title: Resource Planning Sr. Project Manager
Location: Abu Dhabi
Contract Duration: 1 Year – Extendable
JD:
The Transformation office’s resource planning specialist will work closely with the cluster’s hiring managers and corporate’s Human Resources business partner in workforce planning, workload analysis of divisions, departments and sections. They serve as an internal SME for the digital cluster, working within the policies, guidelines and procedures of the corporate HR directorate, but report to the Chief Transformation officer of the digital cluster.
Ensure clear mutual understanding of staffing priorities and practical constraints. Guide the hiring managers through the corporate recruitment process where and when needed, serving as a central focal point between Corporate Human Resources and the cluster.
Serve as the cluster’s focal point in aligning hiring managers requirements with corporate HR and recruitments hiring process and pipeline of hires
Manage candidate interview results and selection decision with hiring manager. Ensure that feedback is shared with corporate recruitment and HR to be shared with the candidate.
Define guidelines for recruitment based on competency and skill requirements to ensure quality of processes and candidates selected.
Strategic Workforce Planning
Design and implement effective workforce planning strategies; provide advice to senior management and to other units on workforce planning to ensure enough staff is available to meet organizational objectives as well as on key internal and external workforce trends that could have high impact on senior management staffing decisions.
Provide substantive inputs in the development of strategies, policies, and systems that will enhance manpower balance in the company workforce and oversight (recruitment, career advancement / promotion, retention, staff development / career planning).
Lead complex custom research and analysis projects related to workforce trends.
Plan and implement annual workforce planning of strategic staffing requirements by number, function, demographics based on inputs from departments, provide inputs on realistic position structure options, recent historical trends, and information gathered from relevant databases.
Develop, recommend, regularly monitor, and report on strategies, staffing requirements, and results for achieving workforce diversity; recommend mid-term adjustments to Human Capital levers, to ensure staffing requirements are met.