55 Workforce Planner jobs in Singapore

Work Schedule:

• Work Location: ShenZhen, China
• 6 working days per week, 8:00 AM - 6:00 PM
• Work for 7 consecutive weeks, followed by 1 week break in home country (may extend to 8-9 weeks during peak periods)
• 2 way Flight ticket provided from/to home country
• Hostel accommodation provided

Salary Package:

• Basic Salary up $5000
• Fixed Allowance: $1,200
• Annual Wage Supplement (AWS)
• Variable Bonus (VB)

Job Responsibilities:

• Collect, organize, and analyze HR data (e.g., staffing levels, turnover rates, recruitment rates, labor costs, per capita efficiency)
• Prepare and present HR Dashboards and monthly/quarterly reports
• Monitor key HR KPIs such as turnover rate, recruitment efficiency, and training ROI
• Collaborate with business unit heads to align talent needs with business strategy
• Forecast short- and long-term workforce requirements (quantity, quality, structure, timing)
• Develop and update annual and quarterly headcount plans
• Track and monitor headcount plan implementation
• Assess internal talent pool (skills, performance, potential)
• Research external labor market trends, salary benchmarks, and talent availability
• Recommend strategies for recruitment, internal mobility, or talent development
• Support development and execution of talent strategies (recruitment, retention, succession planning, high-potential development)
• Provide HR data and planning input for organizational changes, M&A integration, and business expansion
• Assist in labor cost budgeting, tracking, and analysis
• Maintain and enhance HRIS data accuracy and completeness
• Explore and implement new HR analytics tools and models to improve planning efficiency

Job Requirements:

• Bachelor's degree in Human Resources, Business Administration, or related field
• 2-4 years of relevant experience in HR planning, HR analytics, or workforce management
• Experience in a manufacturing or industrial environment
• Excellent analytical skills with the ability to interpret HR data and generate actionable insights
• Proficient in using HRIS systems and Microsoft Excel (pivot tables, charts, formulas)
• Familiarity with HR metrics such as turnover rate, recruitment efficiency, labor cost, and training ROI
• Ability to forecast manpower needs and develop headcount plans aligned with business strategy
• Knowledge of external labor market trends and salary benchmarks

Lee Wan Jinn, Yuni EA License No.: 02C3423 Personnel Registration No.: R

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The Manager, HR Planning leads a team to work with internal stakeholders to forecast and track their manpower needed to enable effective hospital operations and business growth. The HR planning team is also responsible for preparing regular manpower reports and submissions and tracking of key HR performance measures.
Responsibilities
Partner with CGH departments to effectively project their annual incremental manpower needs and manpower budgets to meet both operational and growth needs.
Engage CGH departments to develop different manpower projections models based on their diverse mode of operations for robust projection of total manpower needs.
Analyse, recommend and facilitate manpower requests for Management approval.
Facilitate the annual HR budgeting exercise to ensure budget marksmanship.
Track and report the annual HR balanced scorecard indicators.
Review systems, processes and procedures to enhance operational efficiency and effectiveness.
Qualifications
Tertiary qualifications in any discipline.
At least 10 years of relevant working experience and 5 years of supervisory experience.
Excellent communications and ability to effectively engage diverse stakeholders.
Strong critical thinking and data analytical skills.
Experience in job evaluation.
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1. 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).

2. AREAS OF RESPONSIBILITY

2.1 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.

2.2 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.

2.3 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.

2.4 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.

· Assis 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.

3. QUALIFICATION / EXPERIENCE

· Min Diploma (for local employees)

· 4-5 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

JOB SUMMARY

We are seeking a self-directed and versatile HR Manager to lead and support cross-functional initiatives that advance our core HR strategies of growing great leaders, investing in associates, and expanding access to opportunity. This role plays a pivotal part in connecting people, plans, and priorities across the HR function and the broader APEC regional leadership team.

The Manager will play a key role in supporting the annual strategic planning process for the APEC region and for the HR function. This includes coordinating stakeholder engagement, meeting logistics, and the rollout of strategic communications and initiatives. The role also oversees the management of HR communications and knowledge management platforms, and supports project tracking to inform decision-making and continuous improvement.

Success in this role requires strong self-management, the ability to manage competing priorities, and a proactive mindset. The ideal candidate is a strong communicator who can tailor messaging to diverse audiences, and navigate and engage effectively with senior leadership. Comfort with ambiguity, a collaborative spirit, and the ability to navigate change in a dynamic environment are also key to thriving in this position.

CANDIDATE PROFILE

Education and Experience

Required

• Bachelor's degree from an accredited university in Business Administration, Hotel Management, Human Resources, Communications or related major.
• Minimum 4 years of experience in management consulting, hotel management, business analysis, or related professional areas.
• Strong analytical and data-driven decision-making skills.
• Excellent project management and organizational skills.

Preferred

• Experience in the hospitality industry or a related field.
• Demonstrated organizational, project management, and communication skills.
• Experience supporting or leading strategic planning processes or cross-functional initiatives.
• Proven ability to manage multiple priorities in a fast-paced, matrixed environment.
• Strong stakeholder management skills, including experience working with senior leadership.
• Ability to synthesize complex information and communicate clearly across different audiences and levels.
• Comfort working with data to generate insights, inform decision-making, and track progress against strategic goals.
• Proficiency in design software (Photoshop, Illustrator) for communication materials.

CORE WORK ACTIVITIES

Program Management

• Lead and coordinate cross-functional HR initiatives, collaborating with Centers of Excellence (COE) and regional leadership to ensure strategic alignment.
• Develop and manage project charters, scope, and schedules for HR projects.
• Facilitate effective project meetings with clear agendas, defined outcomes, and actionable next steps across diverse stakeholder groups.
• Oversee the execution and tracking of cross-COE projects, driving collaboration and continuous improvement.

Strategic Planning

• Support the annual strategic planning process for the APEC region and for the HR function. This includes insights gathering and analysis and coordinating meeting logistics.
• Lead the rollout and communication of strategic plans and priorities across regional, area and hotel teams.

Stakeholder Management

• Build and nurture relationships with HR COEs, senior leadership, and cross-functional teams, demonstrating emotional intelligence and cultural sensitivity.
• Engage stakeholders in key HR initiatives, events, and meetings, tailoring approaches to diverse audiences.
• Facilitate collaboration and communication across stakeholder groups to ensure successful project completion.

Communications and Knowledge Management

• Coordinate a variety of property and above-property town halls, webinars, and office hours.
• Maintaining a forward-looking HR calendar, ensuring key HR processes and initiative milestones are sequenced appropriately.
• Support development and deployment of communications to APEC HR community, ensuring timely and strategic messaging of HR initiatives and updates.
• Support the planning and execution of internal talent development and engagement activities within the Talent function and the broader above-property HR team.
• Manage HR knowledge management platforms such as SharePoint and MGS pages.

Project Tracking and Analytics

• Synthesize and analyze HR data to generate actionable insights, track project milestones, and measure progress against strategic goals.
• Provide regular status reports and analytics to senior leadership, supporting strategic decision-making and continuous improvement.

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

JOB SUMMARY

We are seeking a self-directed and versatile HR Manager to lead and support cross-functional initiatives that advance our core HR strategies of growing great leaders, investing in associates, and expanding access to opportunity. This role plays a pivotal part in connecting people, plans, and priorities across the HR function and the broader APEC regional leadership team.

The Manager will play a key role in supporting the annual strategic planning process for the APEC region and for the HR function. This includes coordinating stakeholder engagement, meeting logistics, and the rollout of strategic communications and initiatives. The role also oversees the management of HR communications and knowledge management platforms, and supports project tracking to inform decision-making and continuous improvement.

Success in this role requires strong self-management, the ability to manage competing priorities, and a proactive mindset. The ideal candidate is a strong communicator who can tailor messaging to diverse audiences, and navigate and engage effectively with senior leadership. Comfort with ambiguity, a collaborative spirit, and the ability to navigate change in a dynamic environment are also key to thriving in this position.

CANDIDATE PROFILE

Education and Experience

Required

• Bachelor's degree from an accredited university in Business Administration, Hotel Management, Human Resources, Communications or related major.
• Minimum 4 years of experience in management consulting, hotel management, business analysis, or related professional areas.
• Strong analytical and data-driven decision-making skills.
• Excellent project management and organizational skills.

Preferred

• Experience in the hospitality industry or a related field.
• Demonstrated organizational, project management, and communication skills.
• Experience supporting or leading strategic planning processes or cross-functional initiatives.
• Proven ability to manage multiple priorities in a fast-paced, matrixed environment.
• Strong stakeholder management skills, including experience working with senior leadership.
• Ability to synthesize complex information and communicate clearly across different audiences and levels.
• Comfort working with data to generate insights, inform decision-making, and track progress against strategic goals.
• Proficiency in design software (Photoshop, Illustrator) for communication materials.

CORE WORK ACTIVITIES

Program Management

• Lead and coordinate cross-functional HR initiatives, collaborating with Centers of Excellence (COE) and regional leadership to ensure strategic alignment.
• Develop and manage project charters, scope, and schedules for HR projects.
• Facilitate effective project meetings with clear agendas, defined outcomes, and actionable next steps across diverse stakeholder groups.
• Oversee the execution and tracking of cross-COE projects, driving collaboration and continuous improvement.

Strategic Planning

• Support the annual strategic planning process for the APEC region and for the HR function. This includes insights gathering and analysis and coordinating meeting logistics.
• Lead the rollout and communication of strategic plans and priorities across regional, area and hotel teams.

Stakeholder Management

• Build and nurture relationships with HR COEs, senior leadership, and cross-functional teams, demonstrating emotional intelligence and cultural sensitivity.
• Engage stakeholders in key HR initiatives, events, and meetings, tailoring approaches to diverse audiences.
• Facilitate collaboration and communication across stakeholder groups to ensure successful project completion.

Communications and Knowledge Management

• Coordinate a variety of property and above-property town halls, webinars, and office hours.
• Maintaining a forward-looking HR calendar, ensuring key HR processes and initiative milestones are sequenced appropriately.
• Support development and deployment of communications to APEC HR community, ensuring timely and strategic messaging of HR initiatives and updates.
• Support the planning and execution of internal talent development and engagement activities within the Talent function and the broader above-property HR team.
• Manage HR knowledge management platforms such as SharePoint and MGS pages.

Project Tracking and Analytics

• Synthesize and analyze HR data to generate actionable insights, track project milestones, and measure progress against strategic goals.
• Provide regular status reports and analytics to senior leadership, supporting strategic decision-making and continuous improvement.

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

Overview
22 minutes ago Be among the first 25 applicants
Work Schedule
5-6 working days per week, 8:00 AM – 6:00 PM
Work for 7 consecutive weeks, followed by 1 week break in home country (may extend to 8–9 weeks during peak periods)
2 way Flight ticket provided from/to home country
Hostel accommodation provided
Salary Package
Basic Salary up to $5000
Fixed Allowance: $1,200
Annual Wage Supplement (AWS)
Variable Bonus (VB)
Job Responsibilities
Collect, organize, and analyze HR data (e.g., staffing levels, turnover rates, recruitment rates, labor costs, per capita efficiency)
Prepare and present HR Dashboards and monthly/quarterly reports
Monitor key HR KPIs such as turnover rate, recruitment efficiency, and training ROI
Collaborate with business unit heads to align talent needs with business strategy
Forecast short- and long-term workforce requirements (quantity, quality, structure, timing)
Develop and update annual and quarterly headcount plans
Track and monitor headcount plan implementation
Assess internal talent pool (skills, performance, potential)
Research external labor market trends, salary benchmarks, and talent availability
Recommend strategies for recruitment, internal mobility, or talent development
Support development and execution of talent strategies (recruitment, retention, succession planning, high-potential development)
Provide HR data and planning input for organizational changes, M&A integration, and business expansion
Assist in labor cost budgeting, tracking, and analysis
Maintain and enhance HRIS data accuracy and completeness
Explore and implement new HR analytics tools and models to improve planning efficiency
Job Requirements
Bachelor’s degree in Human Resources, Business Administration, or related field
2–4 years of relevant experience in HR planning, HR analytics, or workforce management
Experience in a manufacturing or industrial environment
Excellent analytical skills with the ability to interpret HR data and generate actionable insights
Proficient in using HRIS systems and Microsoft Excel (pivot tables, charts, formulas)
Familiarity with HR metrics such as turnover rate, recruitment efficiency, labor cost, and training ROI
Ability to forecast manpower needs and develop headcount plans aligned with business strategy
Knowledge of external labor market trends and salary benchmarks
Seniority level
Entry level
Employment type
Full-time
Job function
Project Management and Information Technology
Industries
Staffing and Recruiting
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JOB SUMMARY

We are seeking a self-directed and versatile HR Manager to lead and support cross-functional initiatives that advance our core HR strategies of growing great leaders, investing in associates, and expanding access to opportunity. This role plays a pivotal part in connecting people, plans, and priorities across the HR function and the broader APEC regional leadership team.

The Manager will play a key role in supporting the annual strategic planning process for the APEC region and for the HR function. This includes coordinating stakeholder engagement, meeting logistics, and the rollout of strategic communications and initiatives. The role also oversees the management of HR communications and knowledge management platforms, and supports project tracking to inform decision-making and continuous improvement.

Success in this role requires strong self-management, the ability to manage competing priorities, and a proactive mindset. The ideal candidate is a strong communicator who can tailor messaging to diverse audiences, and navigate and engage effectively with senior leadership. Comfort with ambiguity, a collaborative spirit, and the ability to navigate change in a dynamic environment are also key to thriving in this position.

CANDIDATE PROFILE

Education and Experience

Required

• Bachelor’s degree from an accredited university in Business Administration, Hotel Management, Human Resources, Communications or related major.
• Minimum 4 years of experience in management consulting, hotel management, business analysis, or related professional areas.
• Strong analytical and data-driven decision-making skills.
• Excellent project management and organizational skills.

Preferred

• Experience in the hospitality industry or a related field.
• Demonstrated organizational, project management, and communication skills.
• Experience supporting or leading strategic planning processes or cross-functional initiatives.
• Proven ability to manage multiple priorities in a fast-paced, matrixed environment.
• Strong stakeholder management skills, including experience working with senior leadership.
• Ability to synthesize complex information and communicate clearly across different audiences and levels.
• Comfort working with data to generate insights, inform decision-making, and track progress against strategic goals.
• Proficiency in design software (Photoshop, Illustrator) for communication materials.

CORE WORK ACTIVITIES

Program Management

• Lead and coordinate cross-functional HR initiatives, collaborating with Centers of Excellence (COE) and regional leadership to ensure strategic alignment.
• Develop and manage project charters, scope, and schedules for HR projects.
• Facilitate effective project meetings with clear agendas, defined outcomes, and actionable next steps across diverse stakeholder groups.
• Oversee the execution and tracking of cross-COE projects, driving collaboration and continuous improvement.

Strategic Planning

• Support the annual strategic planning process for the APEC region and for the HR function. This includes insights gathering and analysis and coordinating meeting logistics.
• Lead the rollout and communication of strategic plans and priorities across regional, area and hotel teams.

Stakeholder Management

• Build and nurture relationships with HR COEs, senior leadership, and cross-functional teams, demonstrating emotional intelligence and cultural sensitivity.
• Engage stakeholders in key HR initiatives, events, and meetings, tailoring approaches to diverse audiences.
• Facilitate collaboration and communication across stakeholder groups to ensure successful project completion.

Communications and Knowledge Management

• Coordinate a variety of property and above-property town halls, webinars, and office hours.
• Maintaining a forward-looking HR calendar, ensuring key HR processes and initiative milestones are sequenced appropriately.
• Support development and deployment of communications to APEC HR community, ensuring timely and strategic messaging of HR initiatives and updates.
• Support the planning and execution of internal talent development and engagement activities within the Talent function and the broader above-property HR team.
• Manage HR knowledge management platforms such as SharePoint and MGS pages.

Project Tracking and Analytics

• Synthesize and analyze HR data to generate actionable insights, track project milestones, and measure progress against strategic goals.
• Provide regular status reports and analytics to senior leadership, supporting strategic decision-making and continuous improvement.

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

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 for demand.

• 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 prepare results.

• 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 practice results.
• 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 future demands.
• 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 and externally.
• 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 management skills.
• Results orientated and able to prioritize workload to meet deadlines.
• 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 welcomes change, collaborative approach to working with others.
• 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.