The Workforce Planner prepares and produces work volume and staffing forecast dashboards, as well as comparative data on results vs. forecasts, identifies opportunities for improvement and recommends solutions. Workforce Planner will build and implement a comprehensive workforce planning (WFP) strategy and program that ensures that the company has the right people, in the right roles, with the right skills, at the right time. In addition, accountable for designing and developing workforce strategies and talent plans that support business growth goals across the company.

Primary Responsibilities:

• Lead work force planning strategic planning efforts and make recommendations of work force efficiencies and operational improvements to management.
• Create long term, interim and short-term forecasts derived from understood business drivers, develop & maintain staffing plans for long/ short range planning.
• Works with Project leaders to ensure adequate staff, contingency plans and workflow monitoring.
• Coordinate with others to ensure global expertise is tapped into when needed.
• Forecasts Projects & bids staff demand and manages scheduling of sufficiently skilled staff based on historical and anticipated volume across all projects both short-term, medium-term and long-term.
• Provide analysis and recommendations to improve staffing levels and efficiency deliver all agreed regular and ad-hoc reports to Management.
• Participates in the preparation of annual workforce plan, includes presentation of its guidelines and providing division concerned with statistical information.
• Participate in the annual workforce planning exercise, considering the overall business plans of the company attritions and retirements.
• Contribute to the strategic workforce planning exercise considering the demand and supply of specific skills and the company’s policy of Diversity and Inclusion.
• Collects and verifies the manpower data, complies, and highlights significant observations, if any, in order to be used as a source of information for analytical reports.
• Responsible to administrative guidance to the senior supervisor in paying employees competitively for the contributions each employee makes towards the success of individual departments and the hospital.
• Collaborate with different functions within HR to conduct different analyses and provide reports.
• Ensures proper coordination with all functions, departments for accurate collation of workforce plan and compensation information.
• Ensure all workforce planning data are well managed monthly or quarterly based on the requirement.
• Responsible for reviewing and analyzing the workload analysis data.
• Lead and develop WFP programs/frameworks that address current staff and future talent needs.
• Analyze talent gaps and identify future needs, skills/capabilities, and requirements.
• Design and recommend workforce solutions (skills assessment, strategic hiring, development, succession planning, etc.) to aid in closing talent gaps.
• Partner with executives to understand business strategy and talent requirements needed for a future ready WFP strategy.
• Build and curate a suite of tools and templates, as well as content and technology to assist in workforce decisions.
• Facilitate workforce planning workshops and stakeholder meetings as needed.
• Leverage data and metrics to understand and communicate current trends, best practices, future forecasts, and continuous improvement efforts.
• Facilitate continuous improvement sessions to prioritize evolving talent capacity and capability opportunities.
• Establish and maintain external partnerships with vendors, professional networks, and communities to align with best practices.
• Lead, manage, and develop a team responsible for developing and executing on the end-to-end strategic workforce planning process.
• Performs miscellaneous job-related duties as assigned.

Educational/Professional Qualifications:

• Educational: Bachelor’s degree in human resources management or other relevant filed from recognized college.
• Professional & Experience: Minimum of 6 years progressive post-graduate experience of similar field.
• Certification:  Certified workforce planning Professional, and/or other certifications such as CIPD Level five or SHRM are advantageous.

Expertise & Skills:

• A deep understanding of workforce planning methodologies, including a bottom-up approach (using time and effort-based workload analysis), and a top-down approach (using metrics and benchmarks for rightsizing) skills gap analysis.
• Top-down approach (using metrics and benchmarks for rightsizing) skills gap analysis, and talent acquisition and retention strategies.
• Skilled in designing and implementing workforce planning models, conducting workforce assessments, and recommending strategies to optimize workforce effectiveness.
• Computer skills, knowledge of MS Office full package application
• Excellent command of oral and written in English and Arabic.
• In-depth knowledge of workforce planning function.   
• Financial, numerical and analytical skills.