Workforce Planner

Overview

To manage, analyze, and forecast workforce requirements across business units and projects by aligning manpower supply with operational demand, budgets, and organizational goals. The Workforce Planning Officer supports strategic HR decisions by providing accurate headcount planning, deployment analysis, and resource utilization reports. Key Responsibilities

Workforce Planning & Forecasting

Collaborate with Project Managers and Finance Controllers to gather manpower needs based on project scope and lifecycle. Develop short-term and long-term workforce plans aligned with business growth, project mobilization, and demobilization. Prepare monthly and quarterly manpower forecasting reports categorized by business unit, project, and job role.

Data Management & Analysis

Maintain an updated workforce database including headcount, vacancies, transfers, idle manpower, and upcoming exits. Analyze trends in employee turnover, project delays, and hiring bottlenecks to optimize future planning. Monitor utilization and productivity metrics to ensure efficient workforce deployment.

Budget & Cost Center Alignment

Ensure workforce plans align with approved budgets and cost centers. Coordinate with Finance to validate labor cost projections and support manpower budgeting cycles. Highlight variances between actual vs. forecasted manpower and raise alerts on over- or under-utilization.

Coordination with Stakeholders

Liaise with Recruitment, HRIS, and Onboarding teams to ensure manpower plans are operationally executable. Share regular updates with BU Heads and Project Managers on workforce availability, pending requirements, and upcoming needs. Support Saudization and rental manpower targets as per strategic directives.

Reporting & System Integration

Work with HRIS / ERP teams to ensure workforce structures are reflected accurately in systems like Oracle Fusion. Track open requisitions, deployment timelines, and manpower movements using centralized templates.

Compliance & Governance

Ensure adherence to internal controls, headcount approval policies, and DOA (Delegation of Authority). Prepare documentation for internal audits related to headcount planning and actual utilization. Support contract / temporary manpower planning in compliance with local labor laws.

Qualifications & Experience

Education : Bachelor’s degree in HR, Business Administration, Engineering, or a related field. Experience : 3–5 years in workforce planning, HR analytics, or manpower coordination. Experience in a project-based or facilities management environment is preferred. Knowledge of Oracle Fusion, SAP, or any HCM / ERP system is a strong advantage. Soft Skills : Strong analytical and numerical skills. Good communication and stakeholder coordination. Ability to work under tight deadlines and manage multiple priorities. Seniority level :

Mid-Senior level Employment type :

Full-time Job function :

Facilities Services Note : This description excludes unrelated postings and internal-only notices.

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