Director, Workforce Planning and Optimization

Solaire Resort; Philippines; On-site; PHP 1,800,000 - 3,000,000; Full time

Job summary

Solaire Resort is seeking an executive leader to define and drive multi-property workforce planning and optimization, ensuring alignment with business priorities. You will partner with Executive Offices across departments to translate strategic plans into practical workforce solutions, build robust forecasting, and govern Kronos usage across the portfolio.

The role requires deep experience in labor planning, scheduling, and analytics within hospitality environments, and a proven ability to lead

Qualifications

• Bachelor's degree in HR, Business Admin, Industrial Eng, Ops Mgt, Finance, Data Analytics, Hospitality or related field.
• A relevant postgraduate degree or professional certification is an advantage.
• Ten+ years in workforce management/planning or related field, with five+ years in senior leadership.
• Experience in integrated resort/hospitality/gaming or labor-intensive environments preferred.
• Advanced Kronos knowledge (auto-rostering, scheduling, timekeeping, reporting, controls, governance).
• Strong command of forecasting, workload analysis, staffing models, labor standards, productivity metrics and scenario planning; advanced Excel/BI skills required.
• Ability to translate volumes and budgets into evidence-based recommendations and business cases.
• Proven ability to lead technical teams, influence senior stakeholders, drive change and accountability across functions and properties.
• Knowledge of Philippine labor standards, scheduling, timekeeping controls, data privacy and applicable collective bargaining provisions.
• Excellent written, verbal and presentation skills; translate workforce data into executive decisions.
• Strategic, analytical and collaborative, with integrity and attention to detail; able to operate in a fast-paced, multi-property setting.
• Able to work across inter-property assignments (SQC and SEC).

Responsibilities

• Provide strategic leadership for multi-property workforce planning and optimization.
• Partner with executive offices, operations, HR, and finance to translate business plans into workforce solutions.
• Develop robust forecasting models and workload standards by property/department/function/time interval.
• Lead headcount and labor-cost planning, budgeting, and scenario analysis.
• Oversee roster/deployment optimization to minimize overtime and gaps.
• Manage daily/weekly workforce reviews and governance of Kronos systems.
• Establish workforce analytics dashboards and reporting for leadership.
• Drive productivity improvements across properties through redesigns and system enhancements.
• Ensure compliance with Philippine labor laws and internal controls.
• Lead team development and cross-property collaboration.

Skills

Forecasting & workload analysis

Kronos knowledge

Excel / BI tools

Leadership & change management

Strategic thinking

Communication skills

Inter-property collaboration

Labor standards knowledge

Cost-benefit analysis

Data privacy/compliance

Staffing models & productivity

Table Games/ labor regulation exposure

Education

Bachelor's degree in HR/Business/Engineering/Finance/Hospitality

Postgraduate degree or professional certification

Tools

Kronos implementation

Job description

Job Description:

• Strategic workforce leadership. Define and execute the multi-property workforce planning and optimization strategy, operating model, governance framework, service standards and annual roadmap in line with Solaire's business priorities
• .Business partnership. Partner with SQC and SEC Executive Offices, Operations, Human Resources and finance to identify workforce trends, risks and opportunities and translate business plans into practical workforces solutions
• .Demand forecasting and workload planning. Establish robust forecasting methods and workload standards using historical demand, business drivers, operating assumptions and planned events to determine labor requirements by property, department, function and time interval
• .Headcount and labor-cost planning. Lead short-, medium- and long-range workforce plans; evaluate staffing models, spans, deployment ratios and skills requirements; and support annual budget, forecast and headcount decisions with clear productivity and cost implications
• .Roster and deployment optimization. Ensure workforce planners produce compliant, stable and cost-effective rosters that align staffing with forecast demand, service standards and required skills while minimizing avoidable overtime, idle time and coverage gaps
• .Operational workforce control. Implement daily and weekly workforce reviews that compare demand, scheduled hours and actual deployment, enabling leaders to respond quickly to changes in business volume and take timely corrective action
• .Kronos governance and optimization. Own the business governance, adoption, data integrity and continuous improvement of Kronos for workforce planning, scheduling, timekeeping and reporting. Maintain configuration standards, role-based controls, testing protocols and issue-escalation mechanisms in partnership with HR, Payroll, IT and system support teams
• .Workforce analytics and reporting. Establish consistent dashboards, reports and decision tools covering labor productivity, scheduled versus actual hours, headcount utilization, overtime, attendance, leave, schedule effectiveness and other agreed workforce metrics
• .Productivity improvement. Identify, prioritize and lead labor-productivity initiatives, including schedule redesign, process simplification, cross-property utilization, flexible deployment, demand-based rostering and system enhancements; validate benefits and track sustainable results
• .Compliance and risk management. Ensure workforce plans, schedules and timekeeping practices comply with Philippine labor laws, company policies, collective bargaining agreements for Table Games, internal controls and approved employment terms; proactively address control gaps and compliance risks
• .Team member experience. Balance operational and cost requirements with fair, predictable and sustainable work patterns. Use workforce data to identify recurring issues that may affect fatigue, engagement, attendance, retention or service quality
• .Capability and change leadership. Build workforce management capability among department heads and scheduling stakeholders through clear standards, education, coaching and change-management programs, strengthening ownership and disciplined use of workforce data
• .Team leadership. Lead, coach and develop the Workforce Planning and Optimization team; set clear accountabilities and performance measures; promote cross-property knowledge sharing; and build succession and technical capability in planning, optimization, analytics and Kronos
• .Governance and executive reporting. Present workforce insights, scenarios, recommendations and progress updates to senior leadership. Escalate material labor risks and ensure agreed actions, productivity commitments and control improvements are completed
• .Projects and continuous improvement. Sponsor or lead workforce-related projects, audits and system enhancements, ensuring business requirements, testing, implementation, documentation and post-implementation benefits are effectively managed
• Perform other duties and lead special projects as may be assigned, consistent with the purpose and seniority of the rol

Qualification

• s:
• Bachelor's degree in Human Resources, Business Administration, Industrial Engineering, Operations Management, Finance, Data Analytics, Hospitality Management or a related field. A relevant postgraduate degree or professional certification is an advanta
• ge.At least ten (10) years of progressive experience in workforce management, workforce planning, labor optimization, operations planning or a closely related discipline, including at least five (5) years in a senior leadership ro
• le.Experience in an integrated resort, casino, hospitality, gaming or similarly labor-intensive environment is strongly preferr
• ed.Advanced working knowledge of Kronos workforce management capabilities, including auto-rostering, scheduling, timekeeping, reporting, controls and system governance. Experience leading a major implementation, optimization or adoption program is an advanta
• ge.Strong command of demand forecasting, workload analysis, staffing models, labor standards, productivity measures and scenario planning. Advanced proficiency in Microsoft Excel and workforce reporting or business-intelligence tools is requir
• ed.Ability to interpret business volumes, labor budgets and operating results; evaluate cost-service trade-offs; and build clear, evidence-based recommendations and business cas
• es.Proven ability to lead technical teams, influence senior operational stakeholders, challenge constructively, manage change and establish accountability across functions and properti
• es.Sound knowledge of Philippine labor standards, scheduling and timekeeping controls, data privacy requirements and, where applicable, union or collective bargaining provisio
• ns.Excellent written, verbal and presentation skills, with the ability to translate complex workforce data into practical decisions for executive and operational audienc
• es.Strategic, analytical, decisive and collaborative, with strong integrity, attention to detail, customer-service orientation and the ability to operate effectively in a fast-paced environme
• nt.Able to work across inter-property assignment (SQC and SEC).