OD Partner: Strategic Workforce Economics

Dyson

Singapore

Sur place

SGD 120 000 - 210 000

Plein temps

14 jours+

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Résumé du poste

Dyson in Singapore is seeking an OD Partner - Workforce Planning & Economics to lead workforce economics, costing, forecasting and scenario planning. You will build models, develop insights, and partner with HR, IT, Finance to inform talent investments and capacity planning.

The role requires strong analytics, Python/SQL, and experience with large datasets, Excel-based analysis, and dashboarding tools like Power BI or Tableau. You will influence senior leaders and shape workforce strategy.

Qualifications

Bachelor’s degree required.
5+ years of experience in Data Analytics.
Experience with enterprise HR systems.

Responsabilités

Build workforce economics, people cost, and investment models that assess affordability, productivity, workforce allocation, location strategy, and return on workforce investment.
Run scenario, sensitivity, and simulation analysis to quantify organizational, operational, and financial impacts of growth, restructuring, automation, skills, and transformation decisions.
Design and automate scalable workforce planning dashboards, tools, data workflows, and decision-support solutions in partnership with HR Technology, IT, People Analytics, and Finance.
Support enterprise strategic workforce planning across short-, medium-, and long-term horizons, ensuring workforce plans are aligned to business strategy, financial plans, capability priorities, and organizational requirements.
Develop workforce demand and supply forecasts by function, geography, capability, and organizational unit to identify workforce risks, capacity constraints, and future talent requirements.
Apply advanced analytics, statistical methods, Python, SQL, and machine learning techniques to workforce datasets, translating complex analysis into clear executive insights and recommendations.
Provide executive decision support through workforce scorecards, investment recommendations, governance materials, and evidence-based challenge of assumptions in senior forums.
Establish planning methodologies, governance standards, tools, and capability-building approaches that mature enterprise workforce planning and workforce economics practice across HR and the business.