Manager- Strategic Workforce

**Communication**
**Internal Communication**:

- Collaborate with senior management to align workforce initiatives with strategic business objectives.
- Collaborate with Digital HR Manager to drive scalable and sustainable execution.

**External Communication**:

- Engage with consultants and service providers to implement workforce strategies and align with best practices
- Clients

**Minimum Qualification/Experiences/Skills**
**Education & Professional Qualification**:

- Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred

**Professional Experience**:

- 8 years of experience specializing in organizational design and workforce planning
- SHRM-SCP, HRCI (PHR/SPHR), or similar HR certification (preferred)

**Geographic Experience**:

- GCC preferred.

**Computer Skills**:

- proficiency in Excel and data visualization tools (e.g., Tableau, Power BI)
- Experience in enterprise resource planning module - Oracle EPM, SAP etc. (Oracle Fusion Preferred)

**Language Skills**:

- Fluent in English; proficiency in Arabic is advantageous

**Market/Industry/Functional Knowledge**:

- Strong knowledge of organizational design principles and workforce planning methodologies
- Experience with HR analytics and workforce planning tools
- Excellent analytical and problem-solving skills
- Strong project management skills
- Excellent communication and presentation skills
- Presentation skills.
- Conceptual and strategic thinking.

**Responsibilities/Communication/OHSE**
**Key Roles & Responsibilities**

Organizational Design and Governance
1. Lead organizational design initiatives to align structure with business strategy.
2. Establish and maintain organizational design governance frameworks and processes.
3. Ensure organizational designs are sustainable, scalable, and aligned with long-term objectives, business strategies, and the unique needs of each Business Unit.
4. Conduct organizational assessments to identify areas to improve efficiency and effectiveness, including workload analysis, and other best in class data methods etc.
5. Design and implement organizational solutions, such as restructuring and job redesign, ensuring alignment with benchmark headcount and principles like Division of Labor, Span of Control, and Chain of Command to meet evolving business needs
6. Collaborate with leadership to ensure org design supports the strategy, business goals and cultural values
7. Create and maintain organizational charts and job architectures across Milaha in collaboration with business unit leaders.
Strategic Workforce Planning
8. Develop and implement 3-year strategic workforce plans that align with the organization's long-term business objectives and growth strategy.
9. Establish a comprehensive Buy-Build-Bridge-Borrow framework to segment workforce needs, collaborating with HR functions on talent strategies and the Digital HR Manager to incorporate automation through bot solutions.
10. Analyze workforce trends, demographics, and market conditions to forecast talent needs, identify emerging challenges, and develop proactive strategies to address them.
11. Collaborate with talent acquisition to develop strategies for addressing skill gaps and talent pipelines.
12. Partner with Learning & Development to ensure training programs support future skills and capability requirements
Critical Position Identification and Assessment
13. Develop and implement a methodology to identify critical positions and their successors across the organization
14. Conduct regular assessments to determine which roles are pivotal to organizational success
15. Analyze the potential impact of critical position vacancies on business operations
16. Develop, in liaison with HRBPs, risk mitigation strategies for critical positions, including succession planning and knowledge transfer initiatives
Manpower Planning
17. Carry out annual manpower plans to meet operational needs
18. Conduct regular manpower audits to assess current workforce capacity and utilization
19. Provide data-driven recommendations for headcount planning and budget allocation
20. Monitor and report on key workforce metrics (e.g., turnover, time-to-hire, cost-per-hire)
21. Identify ways to optimize the internal planning process, tools, system and training in collaboration with Digital and Finance team.
Competency and Career Path Development
22. Develop and maintain a comprehensive competency framework for the organization
23. Design and implement career paths that support employee growth and organizational needs
24. Collaborate with Learning & Development to align competency development with training programs
25. Embed competency models and career paths into talent management processes, aligning them with Job Architecture and role descriptions in Fusion.
Job Architecture
26. Develop and maintain job families that accurately reflect the organization’s structure and roles
27. Ensure job descriptions are up-to-date and aligned with o