The posting
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. Requirements Education. Bachelor's degree in Industrial Engineering, Statistics, Mathematics, Data Science, Business Analytics, Finance, Operations Management, Human Resources, Hospitality Management or a related field. A relevant postgraduate degree or professional certification is an advantage. Experience. At least eight (8) years of progressive experience in workforce analytics, labor optimization, workforce management, operations analytics, business intelligence or a closely related discipline, including at least three (3) years in a management or senior leadership role. Industry exposure. Demonstrated experience in a large, complex, 24/7 and multi-site operation. Experience in an integrated resort, casino, hospitality or similarly labor-intensive environment is strongly preferred. Kronos expertise. Advanced working knowledge of Kronos workforce management capabilities and data, particularly forecasting, scheduling, timekeeping, reporting and data-quality controls. Experience supporting system optimization, testing or analytical enhancements is an advantage. Analytics and modeling capability. Advanced capability in data analysis, demand forecasting, scenario modeling, variance and root-cause analysis, data visualization and benefits measurement. Advanced proficiency in Microsoft Excel and business-intelligence tools is required; working knowledge of database query or analytical tools is an advantage. Workforce optimization expertise. Strong command of workload analysis, labor standards, staffing models, schedule-effectiveness analysis, labor-productivity measures and demand-based deployment, with the ability to translate models into practical operational recommendations. Commercial and financial acumen. Ability to interpret business volumes, labor budgets and operating results; evaluate cost-service trade-offs; quantify financial and operational impact; and build clear, evidence-based business cases. Leadership and business partnership. Proven ability to lead analytical teams, collaborate with workforce planners and operational leaders, influence decisions with data, challenge assumptions constructively, manage competing priorities and establish accountability across functions and properties. Regulatory and data governance knowledge. Sound working knowledge of Philippine labor standards, scheduling and timekeeping controls, data privacy, information governance and, where applicable, union, collective bargaining or gaming regulatory provisions. Communication and presentation. Excellent written, verbal, data-storytelling and presentation skills, with the ability to convert complex workforce analysis into clear decisions and actions for operational and senior management audiences.
