Specialist, Workforce Optimization

• Property-specific optimization support. Deliver dedicated workforce analytics and optimization support for SEC in line with priorities, methods and reporting standards set by the Senior Manager, Workforce Optimization. Maintain a current understanding of the property's operating model, workforce profile and material labor risks and opportunities.
• Business partnership and requirements gathering. Maintain a regular working cadence with Workforce Planning and assigned business units to understand operating plans, service standards, business volumes, events, operating hours, skills requirements and constraints. Clarify analytical questions, required outputs, assumptions and timelines.
• Workforce data consolidation and quality. Extract, consolidate, reconcile and validate relevant Kronos, operational, financial, headcount and business-volume data. Apply agreed definitions and quality checks, investigate anomalies and coordinate correction of data issues that may affect forecasts, reports or decisions.
• Demand forecasting and variance analysis. Prepare forecasting inputs and analyze historical trends, seasonality, occupancy, gaming volumes, food and beverage covers, events, operating hours and other relevant demand drivers. Support short-, medium- and long-range forecasts, measure accuracy and explain material variances.
• Workload and staffing analysis. Apply approved workload drivers, labor standards, staffing ratios and capacity models to calculate labor requirements by department, position, skill, shift and time interval. Validate inputs and operational assumptions with Workforce Planning and business unit stakeholders.
• Labor optimization and scenario modeling. Analyze alternative staffing levels, skill mix, shift structures, deployment patterns, operating hours and permitted cross-utilization within the assigned property. Quantify service, cost, compliance and team member implications and prepare evidence-based recommendations.
• Planning and roster analytics. Partner with Workforce Planning to compare demand and required, scheduled and actual labor hours. Analyze skill coverage, overtime, idle time, leave, attendance and schedule effectiveness, and identify practical adjustments to improve coverage and labor utilization.
• Headcount and labor-cost analytics. Provide analytical support for annual budgets, periodic forecasts, headcount reviews and business cases. Evaluate full-time equivalent requirements, labor hours, cost per workload unit, utilization, vacancies and other agreed productivity measures for the assigned property.
• Dashboards and performance reporting. Prepare and maintain accurate, timely and user-focused property dashboards covering forecast accuracy, demand and coverage, scheduled versus actual hours, headcount utilization, overtime, leave, attendance, vacancies, productivity and benefits realization. Highlight trends, risks and root causes.
• Stakeholder presentations and decision support. Translate workforce analysis into concise findings, scenarios and recommendations for the Senior Manager and property business leaders. Prepare clear presentation materials, explain assumptions and implications, document agreed actions and follow up on completion.
• Productivity initiatives and benefits tracking. Conduct analytical studies supporting schedule redesign, process improvement, demand-based deployment, cross-utilization and other approved labor-productivity initiatives. Establish baselines, validate projected benefits and monitor whether results are achieved and sustained.
• Kronos analytics and system support. Use Kronos data and reporting capabilities effectively for workforce analysis, forecasting, scheduling and timekeeping insights. Support report development, requirements definition, testing, issue investigation, data correction and approved system or process enhancements.
• Governance, controls and compliance. Maintain documented assumptions, calculation logic, version control, access controls and auditable analytical files. Handle workforce data confidentially and ensure analyses and recommendations consider 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, Payroll, Learning and business leaders to translate findings into coordinated hiring, redeployment, cross-training, leave, overtime, shift-pattern and process actions. Monitor implementation and assess the resulting impact.
• Projects and continuous improvement. Support workforce-related projects, audits, standard operating procedures, system enhancements and change initiatives through analysis, testing, documentation and post-implementation review. Improve analytical tools and reports and perform other duties consistent with the purpose of the role.

Qualifications:

• 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 professional certification is an advantage.
• Experience. At least three (3) years of relevant experience in workforce analytics, labor optimization, workforce planning, operations analytics, business intelligence or a closely related discipline.
• Industry exposure. Experience in a large, complex and 24/7 operation is preferred. Exposure to an integrated resort, casino, hospitality or similarly labor-intensive environment is an advantage.
• Kronos proficiency. Working knowledge of Kronos workforce management data and capabilities, particularly forecasting, scheduling, timekeeping and reporting. Experience with another enterprise workforce management system may be considered, provided the candidate can quickly develop Kronos proficiency.
• Analytics and modeling capability. Strong skills in data preparation, demand forecasting, scenario modeling, variance and root-cause analysis, data visualization and benefits tracking. Advanced proficiency in Microsoft Excel and working knowledge of business-intelligence tools are required; database query skills are an advantage.
• Workforce optimization knowledge. Working knowledge of workload analysis, staffing models, labor standards, schedule-effectiveness analysis, labor-productivity measures and demand-based deployment, with the ability to convert analysis into practical actions.
• Commercial and financial awareness. Ability to interpret business volumes, headcount, labor hours, budgets and operating results; evaluate cost-service trade-offs; and quantify the operational and financial impact of workforce scenarios.
• Business partnership and communication. Strong written, verbal, data-storytelling and presentation skills, with the confidence to clarify assumptions, work constructively with technical and operational stakeholders and explain complex analysis in clear business terms.
• Regulatory and data governance knowledge. Working knowledge of Philippine labor standards, scheduling and timekeeping controls, data privacy and information-governance requirements. Knowledge of applicable union, collective bargaining or gaming provisions is an advantage.
• Personal attributes and work requirements. Analytical, curious, organized, collaborative and results-oriented, with strong integrity, attention to detail, sound judgment and accountability for accurate outputs. Able to work on-site at SEC and provide support outside regular office hours when required by the 24/7 nature of resort operations.