21 Workforce Planner jobs in Singapore
Executive (Marine HR) - Planning
Posted 4 days ago
Job Viewed
Job Description
OVERALL SUMMARY
The primary responsibility of this position is to serve as the central point of contact (PIC) for all Marine HR matters pertaining to the assigned vessels. Furthermore, the role involves providing support to Marine HR Managers across a range of activities including but not limited to recruitment, training, performance management, as well as forecasting and planning for all ranks, including Vessel Management Teams (VMT).
AREAS OF RESPONSIBILITY
3.1 Recruitment and Crew Management:
• Monthly review crew requirements and provide updates to Marine HR Managers on recruitment needs. Maintain regular communication with manning offices and promptly respond to recruitment requirements monthly.
• Support the recruitment process by screening and shortlisting crew applications received from manning offices.
• Conduct comprehensive background checks, including verification of past employment history, to ensure compliance with company standards. Collaborate with manning offices to clarify license certificate statuses and address any significant medical issues.
• Assist in scheduling timely interviews for eligible candidates.
• Evaluate the recruitment flow and operational systems of manning offices for ongoing process improvement.
Develop, implement, and assess initiatives aimed at continuously recruiting competent ship staff from diverse
sources and recruitment channels.
3.2 Vessel Manning and Scheduling:
• Plan, administer, and monitor Ship Staff rotation, pooling, and team migration for efficient manpower deployment and utilization.
• Regularly review unassigned Ship Staff, plan the assignments for those ready to join, and submit a list every fortnight for discussion with the MARINE HR Manager, addressing any performance or medical issues.
• Coordinate with Manning office to ensure readiness of existing VMT Ranks, and upon
readiness in all aspects, assign them to vessels with the approval of Fleet Managers /
Operation Managers in compliance with company policies, procedures, STCW
requirements, and relevant policies under QSP 0903 and the Manning Manual.
• Compile and analyze manpower statistics and competencies to meet current fleet
staffing requirements and anticipate manpower needs resulting from fleet expansion.
Provide monthly reviews of VMT new hire requirements to the Marine HR Manager,
considering the present fleet size and expected fleet additions or deletions over the next
12 months.
• Evaluate potential promotion candidates into VMT ranks, taking into account fleet size
and available VMT staff. Upon approval of New Hires received from Fleet/Technical
Managers and the MARINE HR Manager, send approval messages to the Manning offices
and assign ship staff based on readiness.
3.3 Documentation / Process Compliance and Enhancement:
• Maintain an efficient documentation system for all new hires and rejoinders, including
qualifications, certifications, and experience, for reference, planning, and audit
purposes.
• Assist in ensuring accuracy in ITF renewals and documentation. Support the Marine HR
Manager in handling crew management matters related to CBA and interactions with
crew unions.
• Ensure vessels meet MLC requirements and EPS manning standards at all times,
promptly highlighting any non-compliance issues to the Marine HR Manager.
• Administer, review, and enforce ISO procedures and requirements for Marine HR
processes, including following up on NCRs and other ISO documentation and procedural
requirements relevant to Marine HR activities.
• Communicate and educate our appointed manning offices worldwide on the importance
of compliance with Company procedures, zero tolerance policy (no license, no joining)
on Marine HR management, and the necessity for all officers and crew to be suitably
qualified, experienced, and certified as per STCW 95 requirements.
• Coordinate with Crew accounts for remittance and keep the Manning office updated
regarding LLP requests for VMT members on leave, obtaining approval from the Marine
HR Manager.
• Facilitate pension requests for VMT ranks, liaising with the Manning office and Crew
accounts for approval and remittance, while ensuring the Manning office is updated on
the pension process and remittance details.
• Promptly address all ship staff queries related to Marine HR issues by providing timely
responses to each sender, treating them as internal customers.
• Oversee Compass and Flights upkeep, as well as planning for new build deliveries.
• Assist the Marine HR Operator in coordinating changeovers of VMT staff with Fleet and
Technical departments as required.
3.4 Training, Performance and Career Management:
• Coordinate and organize Office Briefings for both New Hires and existing Masters and Chief Engineers in accordance with company requirements. Ensure that relevant departmental briefings are conducted promptly and efficiently.
• Plan and manage office training sessions for eligible candidates aspiring to be promoted to the ranks of Master and Chief Engineer. This includes overseeing arrival formalities, arranging accommodations, and maintaining detailed records.
• Review crew appraisals for VMT ranks and potential candidates for promotion to 2/O and 2A/E positions, identifying any exceptions and promptly reporting them to the Marine HR Manager for the next course of action. Monitor the completion status of E-appraisals for VMT ranks regularly and follow up with Fleet Managers, Technical Superintendent, Operation Managers and Operation Superintendents regarding any overdue reports.
• Assist in reviewing crew evaluations for other ranks apart from VMTs and Promotable 2/O and 2AE from vessels as required and identify any exceptions and promptly reporting them to the Marine HR Managers for the next course of action.
• Contribute to the planning and management of career and competency development for our pool of ship staff to establish an 'Employer of Choice' reputation in the industry.
• Review and follow up on comments provided by Superintendents and Port Captains for necessary action.
• Ensure timely responses to shipboard queries for VMT ranks and promotion-related inquiries for 2/O and 2A/E, consulting with the Marine HR Manager as required.
• Assist if assigned in training and guiding other Executives in Marine HR team to perform their duties and responsibilities effectively.
• Perform any other tasks assigned by the Management from time to time.
Qualification / Experience
• Min Diploma (for local employees)
• At least 3 years’ experience with Marine HR related matters onboard ships or ashore
• Sailing experience with EPS preferred
• Adequate IT knowledge, e.g. Microsoft Word, Excel, Email
• Good communication skills – spoken and written English
• Good appreciation and dealing of cultural diversity
• Good knowledge of Fleet Marine HR processes and operations
Senior Executive (Marine HR) - Planning
Posted today
Job Viewed
Job Description
OVERALL SUMMARY
The primary responsibility of this position is to serve as the central point of contact (PIC) for all Marine HR matters pertaining to the assigned vessels. Furthermore, the role involves providing support to Marine HR Managers across a range of activities including but not limited to recruitment, training, performance management, as well as forecasting and planning for all ranks, including Vessel Management Teams (VMT).
AREAS OF RESPONSIBILITY
Recruitment and Crew Management:
• Monthly review crew requirements and provide updates to Marine HR Managers on recruitment needs. Maintain regular communication with manning offices and promptly respond to recruitment requirements monthly.
• Support the recruitment process by screening and shortlisting crew applications received from manning offices.
• Conduct comprehensive background checks, including verification of past employment history, to ensure compliance with company standards. Collaborate with manning offices to clarify license certificate statuses and address any significant medical issues.
• Assist in scheduling timely interviews for eligible candidates.
• Evaluate the recruitment flow and operational systems of manning offices for ongoing process improvement.
Develop, implement, and assess initiatives aimed at continuously recruiting competent ship staff from diverse
sources and recruitment channels.
Vessel Manning and Scheduling:
• Plan, administer, and monitor Ship Staff rotation, pooling, and team migration for efficient manpower deployment and utilization.
• Regularly review unassigned Ship Staff, plan the assignments for those ready to join, and submit a list every fortnight for discussion with the MARINE HR Manager, addressing any performance or medical issues.
• Coordinate with Manning office to ensure readiness of existing VMT Ranks, and upon
readiness in all aspects, assign them to vessels with the approval of Fleet Managers /
Operation Managers in compliance with company policies, procedures, STCW
requirements, and relevant policies under QSP 0903 and the Manning Manual.
• Compile and analyze manpower statistics and competencies to meet current fleet
staffing requirements and anticipate manpower needs resulting from fleet expansion.
Provide monthly reviews of VMT new hire requirements to the Marine HR Manager,
considering the present fleet size and expected fleet additions or deletions over the next
12 months.
• Evaluate potential promotion candidates into VMT ranks, taking into account fleet size
and available VMT staff. Upon approval of New Hires received from Fleet/Technical
Managers and the MARINE HR Manager, send approval messages to the Manning offices
and assign ship staff based on readiness.
3.3 Documentation / Process Compliance and Enhancement:
• Maintain an efficient documentation system for all new hires and rejoinders, including
qualifications, certifications, and experience, for reference, planning, and audit
purposes.
• Assist in ensuring accuracy in ITF renewals and documentation. Support the Marine HR
Manager in handling crew management matters related to CBA and interactions with
crew unions.
• Ensure vessels meet MLC requirements and EPS manning standards at all times,
promptly highlighting any non-compliance issues to the Marine HR Manager.
• Administer, review, and enforce ISO procedures and requirements for Marine HR
processes, including following up on NCRs and other ISO documentation and procedural
requirements relevant to Marine HR activities.
• Communicate and educate our appointed manning offices worldwide on the importance
of compliance with Company procedures, zero tolerance policy (no license, no joining)
on Marine HR management, and the necessity for all officers and crew to be suitably
qualified, experienced, and certified as per STCW 95 requirements.
• Coordinate with Crew accounts for remittance and keep the Manning office updated
regarding LLP requests for VMT members on leave, obtaining approval from the Marine
HR Manager.
• Facilitate pension requests for VMT ranks, liaising with the Manning office and Crew
accounts for approval and remittance, while ensuring the Manning office is updated on
the pension process and remittance details.
• Promptly address all ship staff queries related to Marine HR issues by providing timely
responses to each sender, treating them as internal customers.
• Oversee Compass and Flights upkeep, as well as planning for new build deliveries.
• Assist the Marine HR Operator in coordinating changeovers of VMT staff with Fleet and
Technical departments as required.
Training, Performance and Career Management:
• Coordinate and organize Office Briefings for both New Hires and existing Masters and Chief Engineers in accordance with company requirements. Ensure that relevant departmental briefings are conducted promptly and efficiently.
• Plan and manage office training sessions for eligible candidates aspiring to be promoted to the ranks of Master and Chief Engineer. This includes overseeing arrival formalities, arranging accommodations, and maintaining detailed records.
• Review crew appraisals for VMT ranks and potential candidates for promotion to 2/O and 2A/E positions, identifying any exceptions and promptly reporting them to the Marine HR Manager for the next course of action. Monitor the completion status of E-appraisals for VMT ranks regularly and follow up with Fleet Managers, Technical Superintendent, Operation Managers and Operation Superintendents regarding any overdue reports.
• Assist in reviewing crew evaluations for other ranks apart from VMTs and Promotable 2/O and 2AE from vessels as required and identify any exceptions and promptly reporting them to the Marine HR Managers for the next course of action.
• Contribute to the planning and management of career and competency development for our pool of ship staff to establish an 'Employer of Choice' reputation in the industry.
• Review and follow up on comments provided by Superintendents and Port Captains for necessary action.
• Ensure timely responses to shipboard queries for VMT ranks and promotion-related inquiries for 2/O and 2A/E, consulting with the Marine HR Manager as required.
• Assist if assigned in training and guiding other Executives in Marine HR team to perform their duties and responsibilities effectively.
• Perform any other tasks assigned by the Management from time to time.
Qualification / Experience
• Min Diploma (for local employees)
• At least 3 years’ experience with Marine HR related matters onboard ships or ashore
• Sailing experience with EPS preferred
• Adequate IT knowledge, e.g. Microsoft Word, Excel, Email
• Good communication skills – spoken and written English
• Good appreciation and dealing of cultural diversity
• Good knowledge of Fleet Marine HR processes and operations
#J-18808-LjbffrSenior Executive (Marine HR) - Planning
Posted 5 days ago
Job Viewed
Job Description
OVERALL SUMMARY
The primary responsibility of this position is to serve as the central point of contact (PIC) for all Marine HR matters pertaining to the assigned vessels. Furthermore, the role involves providing support to Marine HR Managers across a range of activities including but not limited to recruitment, training, performance management, as well as forecasting and planning for all ranks, including Vessel Management Teams (VMT).
AREAS OF RESPONSIBILITY
Recruitment and Crew Management:
• Monthly review crew requirements and provide updates to Marine HR Managers on recruitment needs. Maintain regular communication with manning offices and promptly respond to recruitment requirements monthly.
• Support the recruitment process by screening and shortlisting crew applications received from manning offices.
• Conduct comprehensive background checks, including verification of past employment history, to ensure compliance with company standards. Collaborate with manning offices to clarify license certificate statuses and address any significant medical issues.
• Assist in scheduling timely interviews for eligible candidates.
• Evaluate the recruitment flow and operational systems of manning offices for ongoing process improvement.
Develop, implement, and assess initiatives aimed at continuously recruiting competent ship staff from diverse
sources and recruitment channels.
Vessel Manning and Scheduling:
• Plan, administer, and monitor Ship Staff rotation, pooling, and team migration for efficient manpower deployment and utilization.
• Regularly review unassigned Ship Staff, plan the assignments for those ready to join, and submit a list every fortnight for discussion with the MARINE HR Manager, addressing any performance or medical issues.
• Coordinate with Manning office to ensure readiness of existing VMT Ranks, and upon
readiness in all aspects, assign them to vessels with the approval of Fleet Managers /
Operation Managers in compliance with company policies, procedures, STCW
requirements, and relevant policies under QSP 0903 and the Manning Manual.
• Compile and analyze manpower statistics and competencies to meet current fleet
staffing requirements and anticipate manpower needs resulting from fleet expansion.
Provide monthly reviews of VMT new hire requirements to the Marine HR Manager,
considering the present fleet size and expected fleet additions or deletions over the next
12 months.
• Evaluate potential promotion candidates into VMT ranks, taking into account fleet size
and available VMT staff. Upon approval of New Hires received from Fleet/Technical
Managers and the MARINE HR Manager, send approval messages to the Manning offices
and assign ship staff based on readiness.
3.3 Documentation / Process Compliance and Enhancement:
• Maintain an efficient documentation system for all new hires and rejoinders, including
qualifications, certifications, and experience, for reference, planning, and audit
purposes.
• Assist in ensuring accuracy in ITF renewals and documentation. Support the Marine HR
Manager in handling crew management matters related to CBA and interactions with
crew unions.
• Ensure vessels meet MLC requirements and EPS manning standards at all times,
promptly highlighting any non-compliance issues to the Marine HR Manager.
• Administer, review, and enforce ISO procedures and requirements for Marine HR
processes, including following up on NCRs and other ISO documentation and procedural
requirements relevant to Marine HR activities.
• Communicate and educate our appointed manning offices worldwide on the importance
of compliance with Company procedures, zero tolerance policy (no license, no joining)
on Marine HR management, and the necessity for all officers and crew to be suitably
qualified, experienced, and certified as per STCW 95 requirements.
• Coordinate with Crew accounts for remittance and keep the Manning office updated
regarding LLP requests for VMT members on leave, obtaining approval from the Marine
HR Manager.
• Facilitate pension requests for VMT ranks, liaising with the Manning office and Crew
accounts for approval and remittance, while ensuring the Manning office is updated on
the pension process and remittance details.
• Promptly address all ship staff queries related to Marine HR issues by providing timely
responses to each sender, treating them as internal customers.
• Oversee Compass and Flights upkeep, as well as planning for new build deliveries.
• Assist the Marine HR Operator in coordinating changeovers of VMT staff with Fleet and
Technical departments as required.
Training, Performance and Career Management:
• Coordinate and organize Office Briefings for both New Hires and existing Masters and Chief Engineers in accordance with company requirements. Ensure that relevant departmental briefings are conducted promptly and efficiently.
• Plan and manage office training sessions for eligible candidates aspiring to be promoted to the ranks of Master and Chief Engineer. This includes overseeing arrival formalities, arranging accommodations, and maintaining detailed records.
• Review crew appraisals for VMT ranks and potential candidates for promotion to 2/O and 2A/E positions, identifying any exceptions and promptly reporting them to the Marine HR Manager for the next course of action. Monitor the completion status of E-appraisals for VMT ranks regularly and follow up with Fleet Managers, Technical Superintendent, Operation Managers and Operation Superintendents regarding any overdue reports.
• Assist in reviewing crew evaluations for other ranks apart from VMTs and Promotable 2/O and 2AE from vessels as required and identify any exceptions and promptly reporting them to the Marine HR Managers for the next course of action.
• Contribute to the planning and management of career and competency development for our pool of ship staff to establish an 'Employer of Choice' reputation in the industry.
• Review and follow up on comments provided by Superintendents and Port Captains for necessary action.
• Ensure timely responses to shipboard queries for VMT ranks and promotion-related inquiries for 2/O and 2A/E, consulting with the Marine HR Manager as required.
• Assist if assigned in training and guiding other Executives in Marine HR team to perform their duties and responsibilities effectively.
• Perform any other tasks assigned by the Management from time to time.
Qualification / Experience
• Min Diploma (for local employees)
• At least 3 years’ experience with Marine HR related matters onboard ships or ashore
• Sailing experience with EPS preferred
• Adequate IT knowledge, e.g. Microsoft Word, Excel, Email
• Good communication skills – spoken and written English
• Good appreciation and dealing of cultural diversity
• Good knowledge of Fleet Marine HR processes and operations
Senior Manager, Global Capacity Planning
Posted today
Job Viewed
Job Description
Join to apply for the Senior Manager, Global Capacity Planning role at Advanced Energy .
Position SummaryThis role ensures the availability of the right resources internally to meet customer demands. It leads global capacity planning processes and tools for the supply chain, executing category-level supply plans aligned with the 5-year vision to achieve Cost, Cash, and Customer Service goals. The role involves coordinating across product lines and supply chain teams to plan for capacity, balance constraints, and drive business infrastructure improvements using platforms like SAP IBP/Hana.
Essential Responsibilities- Map and Digitize Capacity: Assess equipment, floor space, and headcount in our factories to optimize manufacturing efficiency, stock levels, and costs. Identify bottlenecks and ensure data quality for effective decision-making.
- Analyze Capacity Constraints: Work with factories on demand flow, capacity planning, and supply chain improvements. Manage inventory KPIs and optimize warehouse utilization.
- Drive Manufacturing Flexibility: Standardize equipment, improve plans with Industry 4.0 technologies, and forecast future demand based on capacity assessments.
- Assess NPI Capacity Requirements: Monitor and adjust plans during product lifecycle stages, ensuring alignment with demand and managing variances.
- Lead CAOD Capex Meetings: Determine future production capacity needs and implement best practices for capacity planning and manufacturing efficiency.
- Relationship Management: Liaise with stakeholders and customers to gather data, communicate plans, and escalate issues as needed. Maintain capacity performance reports using digital tools.
Standard office setting with approximately 25% travel domestically and internationally.
Skills- Product knowledge, especially test equipment
- Excellent communication and presentation skills
- Proactive, self-driven with influence skills
- Strong analytical, problem-solving, and business acumen
- Financial literacy and data analysis skills
- Project management experience
- Ability to prioritize and work under pressure
- Experience in capacity planning, preferably in semiconductor/high-tech manufacturing
- Knowledge of manufacturing processes, lead times, and industry standards
- Proficiency with SAP IBP, SAP Hana, SAP ECC, or similar systems
Bachelor’s degree or higher in engineering, supply chain, or related fields, with 5-10 years of relevant experience. An MBA is a plus.
#J-18808-LjbffrCapacity Planning Analyst - LIVE Team
Posted 2 days ago
Job Viewed
Job Description
About the team Capacity Planning is one of the major modules within the Live & Monetization Operation team. It is primarily responsible for the planning of workforces and their allocation within Operations, aiming to achieve the business goals of the company, product and organisational levels. About the role
As a Capacity Planning Analyst in the LIVE team, you will be working with both cross functional stakeholders and internal teams to drive business improvement and plan the capacity for LIVE moderation. You will be working with large complex data/projects, trend analysis to drive strategic solutions and recommendations for LIVE stakeholders. Responsibilities
- Responsible for resource planning across multiple teams and business areas, conducting thorough business needs analysis to anticipate and prepare for workload variations.
- Lead the evaluation of complex business plans, ensuring they are strategically aligned and in compliance with relevant regulations and ethical standards.
- Employ advanced data analysis techniques to inform planning decisions and support the formulation of strategic initiatives.
- Collaborate closely with HR, Budget & Workforce teams, and other key stakeholders to develop integrated business strategies and planning initiatives.
- Mentor and guide team members, fostering a culture of continuous learning and professional development.
- Oversee the implementation of strategic plans, ensuring that objectives and timelines are met.
- Identify and implement innovative planning approaches to improve efficiency, quality, and overall effectiveness, providing strategic advice where necessary.
Minimum Qualifications
- Bachelor’s Degree in Business, Mathematics, Statistics, Economics, Management, or a related quantitative field.
- Minimum of 2 years of work experience in an analytical role, including business/financial/data analysis, market/industry research, etc.
- Proven experience in large-scale capacity planning and resource allocation.
- Demonstrated ability to collaborate effectively with cross-functional stakeholders.
- Experience in managing senior stakeholders, with the ability to influence decisions and drive outcomes.
- Excellent communication skills in English, both written and verbal.
- Strong strategic thinking and decision-making abilities.
Preferred Qualifications
- Previous experience in a BPO, Social Media, or Call Center environment is an advantage.
- Proven experience in mentorship or team management is an advantage.
- Strong proficiency in SQL or other data analysis tools.
Senior Manager, Global Capacity Planning
Posted 26 days ago
Job Viewed
Job Description
**POSITION SUMMARY:**
This role ensures that the right resource is available internally when required to meet customer demands and leads the global capacity planning work processes and tools for the supply chain. This is also responsible for execution of category level supply plans against the 5-year vision to deliver Cost, Cash, and Customer Service goals.
Additionally, this role coordinates across all product lines and supply chain team to plan for capacity, balance and execute with constrained capacity. He/she will join a team that drives and adapts business infrastructure tools like SAP IBP/Hana or other enterprise digital planning platforms, short and long-term planning processes and service level agreements between Manufacturing, Sales Operations, Supply Chain & Order Fulfillment as our business becomes more complex.
**Essential Responsibilities:**
+ **Map and Digitize Capacity across our Big 5 Factories** **in terms of equipment, floor space, headcount to drive planning activities and optimize manufacturing efficiency, stock levels and costs.**
+ Generate a view of critical capacity constraints impacting manufacturing (line, equipment, people, floorspace, warehousing capacity, etc.)
+ Create a detailed view of AE's assets (primarily equipment/testers) with associated specifications in order to build a comprehensive map of capacities in our network.
+ Identify critical bottlenecks in this network.
+ Ensure the information received is of quality, integrated and live to enable effective decision making.
+ Run SC capacity plans balancing across BUs (product launches, capacity constraints)
+ **Work with Factories to analyze Capacity constraints and Footprint Utilization:** **Leads and own processes for Demand Flow Verification, Rough Cut Capacity Planning, Category level Production capacity what If, CSP issue Resolution, Drive and Enable Category-Level Supply Chain Improvement, Inventory glide-path and critical supply planning (CSP) Health Check.**
+ Represents Supply and Demand Management in quarterly business review on cost scorecard and/or project updates with leadership.
+ Ensure healthy inventory management KPIs. Will work with stakeholders to drive a healthy utilization of warehouses, clear disposition of ageing inventory and efficient inventory management practices.
+ Create capacity plans which meet business targets and optimize manufacturing efficiency and costs.
+ **Drive manufacturing flexibility for our sites:** **Drive the standardization of equipment and optimize factory organization for the mid and long term.**
+ Review systems and methods to continually improve plans so that the organization can better anticipate customer needs leveraging Industry 4.0 technologies, platforms and solutions.
+ Assess existing capacity and draw up forecasts based on future plans fordemand.
+ Analyze specifications and capacity and undertake appropriate calculations to estimate job requirements, in terms of labor, tools, materials and resources.
+ **Assess NPI Capacity Requirements** **as part of the product lifecycle management and incorporate any associated phase out considerations.**
+ Continually monitor and review plans and make appropriate adjustments in the event of changes and unforeseen circumstances.
+ Review trends, research data and evaluate and prepareresults.
+ Reconcile variances from original plans and maintain a view of actual against forecast projections.
+ **Lead Capacity Ahead Of Demand (CAOD) Capex Meeting:** **Determine production capacity needs to meet changing demands of the products. Understands how the business operates and plans for future capacity requirements.**
+ Continually review ways in which to make improvements and make the capacity planning and manufacturing process more efficient implementing and adopting best practices.
+ Utilize knowledge and research methods to drive best practiceresults.
+ Implements and train BU on CSP tools and work processes, enabling the business to deliver critical supply planning business results.
+ Serves as primary CSP resource and level one support for end users within BU.
+ **Relationship** **Management**
+ Liaise with internal stakeholders and obtain appropriate information and data in order to prepare schedules, plans and forecasts.
+ Liaise with customers to understand existing and futuredemands.
+ Communicate plans and forecasts to internal stakeholders and review plans to ensure efficient resource utilization.
+ Support meetings supplying relevant data, provide updates on plans and highlight concerns relating to actual or potential issues.
+ Escalate any issues to business leaders or others in the organization particularly when there is risk which could prevent the organization meeting customer demands or where there are over capacity concerns.
+ Support product change requests and prepare plans and forecasts in line with changes.
+ Design and maintain capacity performance reports and statistics to share with internal stakeholders and provide information as required in relation to organizational metrics and updates using digital technologies.
**WORK ENVIRONMENT:**
Works in a standard office environment and uses office equipment (telephone, PC, copier, fax machine, etc.).
Travel required approximately 25% of time both domestic and international.
**SKILLS:**
+ Excellent product knowledge with understanding of test equipment and application range
+ Excellent communicator with the ability to present/communicate clearly complex concepts to different audiences across functions and different levels.
+ Self-driven/Proactive individual with strong ability to drive and influence without authority.
+ Able to form and maintain good relationships internally andexternally.
+ Strong analytical skills, problem-solving skills, attention to details and strong business acumen
+ Commercial and financial acumen with a strong understanding of the cost of failure both the production and the ability to fulfil customer orders.
+ Strong numeracy, statistical and reporting skills with the ability to analyze, interpret and manage information, data, and trends. Comfortable work with numbers and large datasets
+ Knowledge and experience of project managementskills.
+ Results orientated and able to prioritize workload to meetdeadlines.
+ Adhere to health, safety and environmental policies and procedures to ensure the safety and wellbeing of self, other staff, and visitors.
+ Pro-active, Optimistic and welcomeschange, collaborative approach to working withothers.
+ Able to remain focused and work efficiently under pressure while handling multiple tasks (both tactical/strategic)
**EXPERIENCE:**
+ Demonstrate initiative, adaptability and problem-solving skills in dynamic environment.
+ Prior experience in a capacity planning role, preferably within the semiconductor/ high-technology or manufacturing/engineering environment.
+ Good understanding of the semiconductor industry with a good knowledge of production/ manufacturing processes and lead times.
+ Experience or knowledge of statistics, forecasting and management information methods and techniques.
+ Experience in using SAP IBP, SAP Hana, SAP ECC or any relevant technologies that support efficient and productive ways of working.
+ Prior experience of building capacity/forecasting models and plans and undertaking complex analysis to create accurate information.
+ Strong IT systems knowledge and skills including advanced Excel skills and the ability to learn new software packages.
**EDUCATION:**
Bachelor's degree (or higher) holder with preferably 5-10 years of work experience in an engineering, capacity management or analytical role. Preferred background in a semi-conductor or industrial with supply chain management experience. MBA is a plus.
Resource Planning Lead
Posted today
Job Viewed
Job Description
We are seeking a talented professional to lead our Resource Planning team. The successful candidate will be responsible for forecasting service demand, building and maintaining predictive models, and developing long-term resource plans.
The ideal candidate will have strong analytical skills, experience in forecasting and modelling, and the ability to communicate complex data insights effectively. They will also possess excellent leadership skills, with the ability to engage diverse stakeholders across policy, operations, and analytics teams.
This role offers a unique opportunity to make a meaningful impact through evidence-based decisions, driving strategic direction and shaping organisational growth. As part of #TeamCPF, you'll be part of a vibrant community that values productivity, collaboration, and creativity.
Key Responsibilities- Forecast future service demand using historical data and relevant indicators.
- Build and maintain predictive models to inform planning and decision-making.
- Develop long-term resource plans, taking into account global trends, demographic shifts, and potential future scenarios.
- Liaise with stakeholders to gather feedback and enhance customer experience and operational efficiency.
- Collaborate with policy and front-line teams to understand capacity and challenges, and provide support to optimise resources.
- Strong analytical skills with experience in forecasting, modelling, or resource planning.
- Excellent leadership skills, with the ability to engage diverse stakeholders.
- Strategic thinking, with a passion for continuous improvement and future planning.
- Clear communication skills, with the ability to turn complex data into meaningful insights.
- A competitive salary package, commensurate with individual work experiences.
- A comprehensive rewards package, including annual leave, pro-family leave, medical and dental benefits.
- Opportunities for career growth and development, including formal and informal training.
- A dynamic and supportive work environment, promoting collaboration and creativity.
You'll be leading a high-impact team, working on projects that drive organisational growth and improve customer experience. Your work will involve making data-driven decisions, analysing demand patterns, and developing strategies to manage demand effectively.
You'll be part of a team that thrives on sharp minds and insightful decisions, where every choice contributes to our collective success. We're looking for a forward-thinking leader who can engage with diverse stakeholders, drive strategic direction, and shape our organisational growth.
In this role, you'll have the opportunity to make a meaningful impact through evidence-based decisions, driving strategic direction and shaping organisational growth. As part of #TeamCPF, you'll be part of a vibrant community that values productivity, collaboration, and creativity.
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Project Specialist (Resource Planning)
Posted 2 days ago
Job Viewed
Job Description
What the role is
At #TeamCPF, you’re not just joining a team; you are embracing a culture of excellence, collaboration, and meaningful impact. You will play a pivotal role in empowering over 4 million members to secure their retirement, healthcare, housing needs and better navigate life’s uncertainties.
We thrive on sharp minds and insightful decisions. Your ability to analyse and think critically isn't just valued; it's essential. Every choice you make contributes to our collective success.
Collaboration is our way of life. We believe in the power of effective partnerships and seamless communications across teams. Together, we amplify each other’s strengths and achieve remarkable results.
Our learning never stops. We encourage your inquisitiveness and courage to embrace new challenges head-on. Your agility, readiness to challenge conventions, embrace of data-driven strategies, dedication to learning and applying new skills fuels our innovation and progress.
At the core of everything we do lies a genuine desire to make a difference. We serve our community and support each other with compassion, empathy, and unwavering dedications. Every action we take is guided by a deep sense of purpose and a commitment to those we serve.
Join us at #TeamCPF! Together, let's redefine possibilities and leave a legacy that echoes for generations.
What you will be working on
Make data-driven decisions that shape the future of CPF Board’s service delivery.
We’re looking for a forward-thinking, collaborative leader to head our Resource Planning team. If you're passionate about turning data into actionable insights, influencing strategic decisions, and leading a high-impact team — this role is for you.
What You’ll Do
- Forecast the Future
Build and maintain models that predict service demand using historical data and relevant indicators. Your forecasts will help teams plan more accurately for the short and long term. - Drive Insightful Planning
Work with stakeholders to forecast manpower and budget needs across various service touchpoints. You’ll dig into policy changes, customer journeys, and service channel capacity to ensure our planning is precise and effective. - Shape Strategic Direction
Conduct research on global trends, demographic shifts, and potential future scenarios. Use this insight to develop long-term resource plans and help the organisation stay one step ahead. - Lead Service Feedback and Improvements
Gather feedback from our service frontliners that help to enhance the customer experience and operational efficiency. - Collaborate with Policy and Frontline Teams
Build strong relationships with policy and service teams. Understand their capacity and challenges, and help them optimise resources through regular dialogue and support. - Partner on Policy and Design
Work closely with policy and business owners to analyse demand patterns, assess the impact of upcoming changes, and shape upstream service designs that manage demand more effectively.
What we are looking for
- Strong analytical skills with experience in forecasting, modelling, or resource planning
- A collaborative leader who can engage with diverse stakeholders across policy, operations, and analytics
- Strategic thinker with a passion for continuous improvement and future planning
- Clear communicator who can turn complex data into meaningful insights
- Project management experience in transformation initiatives and knowledge of CPF schemes would be an added advantage.
This is more than a data role — it’s about making real impact through evidence-based decisions.
You’ll be leading a capable team that helps our organisation deliver better, smarter, and more responsive services.
The seniority of appointment and actual corporate job title will commensurate with individual work experiences.
Position is on a 1-year full-time contract directly under the payroll of CPF Board with an option to renew, contingent upon confirmation and subject to organisational needs. Additionally, there is potential for emplacement into a permanent position.
What you can expect
Being part of #TeamCPF means embarking on a challenging and rewarding career in a progressive workplace that values productivity and growth. Here’s what awaits you:
- Opportunities to engage in a mix of formal and informal training, keeping your skills sharp in our ever-evolving technological landscape.
- Promotion opportunities based on your capability and on-the-job performance.
- A vibrant community of like-minded and friendly colleagues, where collaboration and creativity thrive.
- A hybrid work model that offers flexibility for remote work, subject to exigencies of service.
- Flexible dress code that empowers you to choose your appropriate outfit for the day.
- A comprehensive rewards package that includes annual leave, pro-family leave, medical and dental benefits, and access to recreational activities.
Project Specialist (Resource Planning)
Posted 2 days ago
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Job Description
What the role is:
At #TeamCPF, you’re not just joining a team; you are embracing a culture of excellence, collaboration, and meaningful impact. You will play a pivotal role in empowering over 4 million members to secure their retirement, healthcare, housing needs and better navigate life’s uncertainties.We thrive on sharp minds and insightful decisions. Your ability to analyse and think critically isn't just valued; it's essential. Every choice you make contributes to our collective success.Collaboration is our way of life. We believe in the power of effective partnerships and seamless communications across teams. Together, we amplify each other’s strengths and achieve remarkable results.Our learning never stops. We encourage your inquisitiveness and courage to embrace new challenges head-on. Your agility, readiness to challenge conventions, embrace of data-driven strategies, dedication to learning and applying new skills fuels our innovation and progress.At the core of everything we do lies a genuine desire to make a difference. We serve our community and support each other with compassion, empathy, and unwavering dedications. Every action we take is guided by a deep sense of purpose and a commitment to those we serve.Join us at #TeamCPF! Together, let's redefine possibilities and leave a legacy that echoes for generations.
What you will be working on:
Make data-driven decisions that shape the future of CPF Board’s service delivery.We’re looking for a forward-thinking, collaborative leader to head our Resource Planning team. If you're passionate about turning data into actionable insights, influencing strategic decisions, and leading a high-impact team — this role is for you.What You’ll Do• Forecast the FutureBuild and maintain models that predict service demand using historical data and relevant indicators. Your forecasts will help teams plan more accurately for the short and long term.• Drive Insightful PlanningWork with stakeholders to forecast manpower and budget needs across various service touchpoints. You’ll dig into policy changes, customer journeys, and service channel capacity to ensure our planning is precise and effective.• Shape Strategic DirectionConduct research on global trends, demographic shifts, and potential future scenarios. Use this insight to develop long-term resource plans and help the organisation stay one step ahead.• Lead Service Feedback and ImprovementsGather feedback from our service frontliners that help to enhance the customer experience and operational efficiency.• Collaborate with Policy and Frontline TeamsBuild strong relationships with policy and service teams. Understand their capacity and challenges, and help them optimise resources through regular dialogue and support.• Partner on Policy and DesignWork closely with policy and business owners to analyse demand patterns, assess the impact of upcoming changes, and shape upstream service designs that manage demand more effectively.
What we are looking for:
• Strong analytical skills with experience in forecasting, modelling, or resource planning• A collaborative leader who can engage with diverse stakeholders across policy, operations, and analytics• Strategic thinker with a passion for continuous improvement and future planning• Clear communicator who can turn complex data into meaningful insights• Project management experience in transformation initiatives and knowledge of CPF schemes would be an added advantage.This is more than a data role — it’s about making real impact through evidence-based decisions.You’ll be leading a capable team that helps our organisation deliver better, smarter, and more responsive services.The seniority of appointment and actual corporate job title will commensurate with individual work experiences.Position is on a 1-year full-time contract directly under the payroll of CPF Board with an option to renew, contingent upon confirmation and subject to organisational needs. Additionally, there is potential for emplacement into a permanent position.What you can expectBeing part of #TeamCPF means embarking on a challenging and rewarding career in a progressive workplace that values productivity and growth. Here’s what awaits you:• Opportunities to engage in a mix of formal and informal training, keeping your skills sharp in our ever-evolving technological landscape.• Promotion opportunities based on your capability and on-the-job performance.• A vibrant community of like-minded and friendly colleagues, where collaboration and creativity thrive.• A hybrid work model that offers flexibility for remote work, subject to exigencies of service.• Flexible dress code that empowers you to choose your appropriate outfit for the day.• A comprehensive rewards package that includes annual leave, pro-family leave, medical and dental benefits, and access to recreational activities.
About Central Provident Fund Board
At the Central Provident Fund (CPF) Board, we believe in developing individuals who are inspired to do their life’s best work, through 3Ps: Purposeful Work, Professional Growth, People & Culture.Purposeful Work – The CPF Board helps 4 million members save for their retirement, healthcare and housing needs. Beyond being a pension fund, we are unique in being a national social security organisation, and we serve CPF members knowing that we make a difference.Professional Growth – At CPF Board, you will have the opportunity to learn on the job and pick up new skills and knowledge. Although you are joining one organisation, you will have access to many career paths in the years ahead.People and Culture – When you join CPF Board, you become part of a mission-oriented organisation with a strong culture of teamwork, collaboration, and innovation. As an employer, we value our people as our greatest asset, and foster a culture of respect, diversity, and inclusivity, where everyone's voice is heard, and contributions are recognised and celebrated.Come and be a part of #TeamCPF today, to make a difference in the lives of others and in the future of Singapore.
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Strategic Resource Planning Lead
Posted today
Job Viewed
Job Description
We are seeking a highly analytical and collaborative leader to head our Resource Planning team.