Senior Manager, Workforce Labor Optimization

Bloomberry Resorts and Hotels Inc.; Manila; On-site; PHP 550,000 - 850,000; Full time

Job summary

Bloomberry Resorts and Hotels Inc. is seeking a senior leader to drive workforce optimization and analytics across the organization.

You will translate strategy into an annual roadmap, build forecasting models, and lead dashboards that track productivity, staffing and Kronos data across properties in Metro Manila.

Responsibilities

• Optimization strategy and analytics leadership across SEC and SQC.
• Establish cadence with Senior Managers and business unit leaders to frame analytical questions.
• Integrate Kronos, operational, financial, headcount and business-volume data.
• Develop and improve workforce forecasting models using historical trends, occupancy, events and volumes.
• Develop workload standards, staffing models and capacity modeling by property, department and time interval.
• Model labor optimization scenarios and recommend sustainable options.
• Translate forecasts into actionable staffing requirements and optimized rosters.
• Support budgets and headcount planning with scenario analysis.
• Develop dashboards covering forecast accuracy, headcount utilization, overtime, leave and productivity.
• Present insights to Directors and business leaders; drive evidence-based decisions.
• Maintain pipeline of labor-productivity opportunities and track benefits.
• Maximize Kronos analytics and system optimization with cross-team collaboration.
• Apply governance, controls and compliance for data, models and reports.
• Convert analytics into coordinated hiring, redeployment and retention actions.
• Lead the workforce optimization team and develop forecasting, visualization and Kronos skills.
• Lead or support projects, SOPs, system enhancements and change initiatives.

Job description

• Optimization strategy and analytics leadership.Lead the workforce optimization and analytics workstream across SEC and SQC. Translate the Director's strategy into an annual optimization roadmap, prioritized analytical studies, reporting standards, service commitments and measurable productivity objectives.
• Business partnership and stakeholder engagement.Establish a regular working cadence with the Senior Managers, Workforce Planning and business unit leaders to understand operating plans, service standards, business volumes, events, constraints and workforce issues. Frame analytical questions that address material business decisions and performance opportunities.
• Workforce data integration and quality.Integrate and validate relevant Kronos, operational, financial, headcount and business-volume data. Maintain consistent definitions, assumptions, data lineage and quality controls, and work with data owners to resolve gaps that may affect forecasts, models, reports or decisions.
• Demand forecasting and model development.Develop and continuously improve short-, medium- and long-range workforce forecasting models using historical trends, seasonality, occupancy, gaming volumes, food and beverage covers, events, operating hours and other relevant demand drivers. Measure forecast accuracy, explain variances and recalibrate models as business conditions change.
• Workload standards and staffing models.Develop evidence-based workload drivers, labor standards, staffing ratios and capacity models by property, department, position, skill and time interval. Validate assumptions with business units and ensure models appropriately reflect service standards, process requirements and operating constraints.
• Labor optimization and scenario analysis.Model alternative staffing levels, skill mix, shift structures, deployment patterns, operating hours and cross-utilization opportunities. Quantify the service, cost, compliance and team member implications of each scenario and recommend the most sustainable option.
• Planning and roster analytics.Partner with Workforce Planning to translate forecasts and workload models into actionable staffing requirements and optimized rosters. Analyze demand versus required, scheduled and actual hours; skill coverage; overtime; idle time; leave; schedule effectiveness; and permitted cross-property deployment opportunities.
• Headcount and labor-cost analytics.Support annual budgets, periodic forecasts, headcount reviews and business cases through robust workforce assumptions and scenario analysis. Evaluate full-time equivalent requirements, labor hours, cost per workload unit, utilization, vacancy impact and other agreed productivity measures.
• Workforce dashboards and performance reporting.Develop and maintain accurate, timely and user-focused dashboards covering forecast accuracy, demand and coverage, scheduled versus actual hours, headcount utilization, overtime, leave, attendance, vacancies, productivity and benefits realization. Identify trends, root causes, risks and corrective actions.
• Stakeholder decision support.Present workforce insights, scenarios, risks and recommendations to the Director and business leaders. Translate complex analysis into clear business terms, facilitate evidence-based decisions, document agreed actions and monitor completion.
• Productivity initiatives and benefits realization.Maintain a prioritized pipeline of labor-productivity opportunities and lead the analytical work supporting schedule redesign, process improvement, cross-utilization, demand-based deployment and other approved initiatives. Establish baselines, validate projected benefits and track sustainable results.
• Kronos analytics and system optimization.Maximize Kronos capabilities and data for forecasting, scheduling, timekeeping and workforce reporting. Partner with Workforce Planning, HR, Payroll, IT and system support teams on requirements, testing, reporting enhancements, issue resolution, user adoption and continuous improvement.
• Governance, controls and compliance.Apply appropriate governance to workforce data, models, reports and recommendations, including documented assumptions, version control, access controls and audit trails. Ensure optimization proposals comply with Philippine labor requirements, collective bargaining agreements, company policies, data privacy standards and approved employment terms.
• Integrated workforce actions.Work with Workforce Planning, Human Resources, Finance and business leaders to convert analytical findings into coordinated hiring, redeployment, cross-training, leave, overtime, shift-pattern, process and retention actions. Monitor implementation and assess whether intended outcomes are achieved.
• Team leadership and analytical capability.Lead, coach and develop the workforce optimization team; allocate analytical work effectively; review the quality and accuracy of outputs; establish cross-property backup capability; and strengthen technical skills in forecasting, modeling, data visualization, business storytelling and Kronos.
• Projects and continuous improvement.Lead or support workforce-related projects, audits, standard operating procedures, system enhancements and change initiatives, including requirements definition, testing, implementation, documentation and post-implementation review. Perform other duties consistent with the purpose and seniority of the role.