Full Time Senior Management Executive, People Strategy - Organisational Development (PSOD), Human Resources Jobs, in PLUS Malaysia Selangor - Maukerja

General Brief:

The incumbent will support the PSOD team in manpower planning, workforce analytics and manpower cost management through data analysis, budget preparation, forecasting, cost simulations and cost-benefit assessments. Working with HR colleagues, Finance and relevant business stakeholders, the role will translate workforce and financial data into insights and recommendations to support informed decision-making, workforce productivity and sustainable manpower costs across PMB.

Reporting to a Manager, the incumbent will also support HR special projects and organisational development initiatives, including organisation structure reviews, job analysis and job evaluation.

Key Responsibilities:

• Manpower analytics and reporting

Consolidate and analyse workforce data covering headcount, vacancies, deployment, workforce movements, productivity and manpower costs. Identify trends, variances and emerging issues, and prepare insights to support manpower planning and management decisions.

• Manpower budgeting and forecasting

Support the preparation and consolidation of annual manpower budgets and periodic forecasts by coordinating inputs from HR, Finance and business stakeholders. Validate assumptions and analyse the impact of proposed headcount, hiring plans, workforce movements and remuneration changes.

• Budget monitoring and variance analysis

Monitor actual headcount and manpower expenditure against approved budgets and forecasts. Investigate key variances, explain cost drivers and highlight potential overruns, savings opportunities and matters requiring management attention.

• Manpower cost simulations

Develop and maintain cost models covering salaries, benefits, overtime, contractors and other workforce costs. Perform scenario and sensitivity analyses to assess the financial implications of changes in workforce size, composition, deployment and employment arrangements.

• Cost-benefit analysis

Assess the costs, benefits, savings, implementation expenditure and payback of proposed workforce interventions, including restructuring, automation, outsourcing and changes to operating arrangements. Document assumptions, evaluate alternatives and prepare recommendations for review by the Manager.

• Workforce planning support

Support workforce demand and supply assessments by analysing business requirements, workload, productivity assumptions and workforce trends. Model alternative manpower scenarios to inform workforce plans for business transformation and other strategic initiatives.

• Dashboards and analytical tools

Develop and maintain dashboards, reports and analytical tools using Excel, Power BI or equivalent platforms. Improve the efficiency of data preparation and recurring reporting, and present findings in a clear and accessible format.

• Organisation structure and job analysis support

Support organisation structure reviews by compiling and analysing information on reporting relationships, spans of control, organisational layers, role accountabilities and manpower distribution. Assist with job analysis, job description reviews and the preparation of information for job evaluation.

• HR special projects and OD initiatives

Support the planning and execution of HR special projects and organisational development initiatives through research, analysis, stakeholder coordination and preparation of project materials. Track assigned activities, milestones, issues and agreed outcomes, and escalate matters requiring resolution.

• Benefits and outcomes tracking

Support the monitoring of approved workforce initiatives by comparing actual manpower, costs and benefits against agreed assumptions and targets. Highlight deviations and provide analysis to inform follow-up actions.

• Management papers and stakeholder coordination

Prepare analytical summaries, business cases, presentation materials and supporting documentation for management review. Work with HR colleagues, Finance and business stakeholders to clarify requirements, validate findings and communicate recommendations.

• Data quality and confidentiality

Maintain accurate, consistent and traceable workforce datasets and analytical models. Reconcile information across relevant sources, document methodologies and assumptions, and handle employee and financial information in accordance with applicable confidentiality and data governance requirements.

Requirements

• A recognised degree in Economics, Finance, Accounting, Business Analytics, Data Science, Statistics, Mathematics, Human Resource Management or a related discipline.
• At least 3 years of relevant experience in workforce analytics, HR analytics, manpower planning, manpower budgeting or a related analytical role involving workforce data and cost analysis.
• Practical experience working with HR or workforce data, with an understanding of headcount planning, manpower cost components and workforce reporting.
• Strong proficiency in Microsoft Excel, including data consolidation, advanced formulas, PivotTables, financial modelling and scenario analysis.
• Proficiency in Power BI or an equivalent business intelligence and data visualisation platform, including dashboard development and reporting.
• Working knowledge of SQL, Python or equivalent data analysis tools for extracting, transforming, analysing or automating data.
• Ability to perform budgeting, forecasting, variance analysis and cost-benefit assessments, supported by clear assumptions and sound numerical reasoning.
• Strong analytical and problem-solving skills, with attention to detail and the ability to translate data into practical business insights.
• Good written communication, presentation and stakeholder coordination skills, including the ability to explain analytical findings to non-technical audiences.
• Ability to manage assigned deliverables, work independently within agreed priorities and collaborate effectively as part of a team.
• High standards of integrity and discretion when handling confidential employee and financial information.
• Exposure to organisation structure reviews, job analysis, job evaluation or HR project implementation would be an advantage.