Responsibilities

1. Workforce Demand Forecasting

• Analyze operational needs and project timelines to estimate staffing requirements.

• Act as a bridge between sector teams and SEC HR to relay updates, resolve issues, and ensure alignment on HR initiatives.

• Assess the current workforce and determine the right size as per the workload driver.

2. Competency Gap Analysis

• Assess current skill levels across departments.

• Identify gaps using performance indicators and training exposure metrics.

• Recommend targeted training programs to close gaps.

3. Training Planning & Coordination

• Develop yearly training calendars aligned with operational readiness.

• Track training hours and ensure alignment with competency targets .

• Prioritize high-risk areas .

4. Resource Allocation & Scheduling

• Coordinate with Departments teams to ensure timely resource deployment.

• Monitor work-in-progress (WIP) ratios to detect delays or inefficiencies.

5. Performance Monitoring

• Use dashboards to track training delivery, job closure rates, and emergency workload trends.

• Adjust workforce plans based on real-time operational feedback.

Qualifications

• Bachelors Degree in Human Resources, Industrial Engineering, Business Administration, or a related field is typically required.

• Power BI for HR analytics

• Strong communication and coordination skills