Assistant Manager, HR – Manpower Planning

Job Purpose

To manage and coordinate the Group's manpower planning, organizational design, HR budgeting, and turnover analytics processes - ensuring that workforce structures, staffing levels, and manpower costs are aligned with the company's strategic direction, operational needs, and budget control framework.

This role functions as the central coordination point between HR Business Partners (HRBP), HR Operations, Performance & Reward, and Business units, ensuring that all manpower data, cost forecasts, and structural updates are accurate, justified, and consistently applied across all entities.

Key Responsibilities

A. Manpower Planning & Control

1. Develop, update, and maintain the Group Manpower Plan covering all divisions and entities.
2. Work closely with HRBPs to gather, review, and validate manpower justifications, organization structure changes, and replacement needs.
3. Coordinate the annual manpower planning and budgeting exercise with business units.
4. Track headcount movement, new hires, and vacancies, ensuring alignment with approved structures and budget.
5. Conduct regular workforce planning reviews to ensure manpower optimization and cost efficiency.

B. Organizational Design & Structure Management

1. Review, rationalize, and maintain organizational structures to ensure functional effectiveness and clarity.
2. Conduct span-of-control and layering analysis to ensure optimal reporting alignment and role balance.
3. Recommend structure revisions or realignments in response to business growth or operational changes.
4. Maintain the Group's official organization chart database in coordination with HRIS and HRBPs.

C. Budgeting & Cost Analysis

1. Collaborate closely with HR Operations for payroll validation, headcount reconciliation, and cost data verification.
2. Coordinate with Performance & Reward on salary structures, increment simulations, and compensation modeling.
3. Engage HRBPs to ensure manpower and cost proposals accurately reflect operational and project requirements.
4. Identify and recommend cost optimization measures or redeployment opportunities.

D. Manpower Turnover & Movement Analysis

1. Monitor, analyze, and report employee turnover trends across all entities.
2. Identify root causes and highlight high-risk areas or departments with recurring attrition.
3. Work with HRBPs and Performance & Reward to evaluate turnover impact on workforce planning, productivity, and replacement cost.
4. Provide turnover dashboards and monthly summaries to management with corrective action insights.

E. Reporting & Analytics

1. Generate monthly and quarterly Manpower and Cost Dashboards for senior management.
2. Analyze actual versus budgeted headcount, manpower cost, and turnover statistics.
3. Develop standardized templates and ensure data consistency across HR systems and entities.
4. Prepare presentation materials for MD/ED review and Board-level HR reports when required.

F. Governance & Process Compliance

1. Ensure manpower planning and budget activities comply with Group policies, procedures, and audit requirements.
2. Maintain proper documentation for manpower approvals, structure changes, and cost revisions.
3. Support internal and external audit exercises related to HR cost and structure governance.

G. Collaboration & Advisory Support

1. Collaborate proactively with HRBPs, HR Operations, and Performance & Reward to ensure integrated manpower data, cost validation, and HR planning alignment.
2. Provide advisory input to management and HODs on manpower justification, organization efficiency, and HR cost control.
3. Coordinate with General Administration (GA) where relevant for outsourced or contract-for-service (CFS) manpower costing.
4. Promote consistency, accuracy, and transparency across all HR planning-related activities.

Job Requirements

A. Education & Qualifications

• Bachelor's degree in Human Resource Management, Business Administration, Finance, Economics, or a related discipline.
• Professional certification in HR (e.g., MIHRM, CIPD, SHRM) would be an added advantage.

B. Experience

• Minimum
  5 years of experience
  in
  manpower planning, HR budgeting, organizational design, or HR analytics
  , preferably within a
  group or multi-entity organization
  .
• Demonstrated experience in
  workforce data analysis, cost modeling, and headcount management
  .
• Exposure to the property development and construction industry
  is an advantage.
• Experience working with
  HRIS platforms
  and
  HR reporting tools
  such as
  Power BI, SAP, or Workday
  is highly desirable.

C. Technical & Functional Skills

• Strong
  analytical and problem-solving
  abilities, able to provide and propose practical HR solutions.
• Advanced proficiency in
  Microsoft Excel
  (pivot tables, formulas, charts, and data modeling) and strong command of
  PowerPoint
  and
  Power BI
  .
• Solid understanding of
  HR budgeting processes, organizational structures, and manpower control frameworks
  .
• Capable of
  planning, mapping, and developing dashboards, reports, and manpower tracking tools
  .
• Familiar with
  turnover analytics, span of control
  , and
  organizational efficiency assessments
  .
• Proficient in
  HRIS reporting tools
  and the
  Microsoft Office Suite
  (PowerPoint, Excel, Power BI)
• High level of
  accuracy, accountability, and attention to detail
  .

D. Behavioral & Interpersonal Skills

• Strong
  communication and presentation
  skills, with the ability to engage and influence stakeholders across functions.
• Meticulous, detail-oriented,
  and committed to maintaining data integrity and compliance.
• Proactive, analytical,
  and able to work independently while managing multiple priorities.
• A
  strategic thinker
  with a focus on workforce efficiency, governance, and continuous improvement.
• Collaborative team player
  with strong organizational and coordination skills, a positive attitude, and a problem-solving mindset.