Responsibilities

1. Workforce Planning

• Partner with Engineering / Operations to develop section-level workforce plans, optimizing supervisor-to-team member ratios based on workload, capacity, and business outlook to enhance production effectiveness.
• Monitor workforce supply (e.g. headcount, attrition, retirement risk, skills gaps) and identify risks proactively
• Address workforce gaps through workforce scenario planning, with recommendations on hiring, redeployment and development actions
• Identify appropriate distribution of direct workforce across job grades

2. Skills & Capability Development

• Work with function heads to define competency frameworks for operation job levels
• Identify skills gaps and coordinate targeted upskilling / certification program
• Strengthen career visibility and support development pathways for staff retention
• Support Technology Strategy team to launch Digital Academy and Smart Factor

3. Talent Pipeline Management

• Establish structured pipelines for mechanics, technicians and supervisors
• Identify critical roles and ensure succession coverage for frontline leadership positions
• Partner with function heads and managers to support development actions and readiness tracking
• Partner with the Recruitment & Retention team to align the workforce plan with operations staff retention

4. Data, Analytics & Reporting

• Track workforce KPIs including but not limited to:
  • Supervisor-to-team members
  • Internal promotion ratios
  • Skills and certification coverage
• Provide actionable insights to management to support workforce decisions
• Talent review and development progress reports

5. Stakeholder Partnership

• Act as a business partner to function heads and HR stakeholders
• Provide advisory support on manpower planning, talent risks, and workforce optimization
• Collaborate with HR teams on recruitment, training, and retention initiatives

Requirements

• Bachelor’s degree in HR, Business, Engineering, or related discipline
• Over 8 years of HR experience, with strong exposure to:
  • Workforce planning and analytics
  • Talent management in operational / frontline environment
• Demonstrated experience building workforce pipelines across frontline workforces
• Experience in aviation, engineering, or technical workforce environment is an advantage
• Strong stakeholder capability — able to influence and partner with function leaders
• Good interpersonal communication with all levels of people
• Excellent data review, analysis capabilities and ability to solve problems independently​
• Mature, proactive and capable of working in a fast-paced and dynamic work environment
• Proficiency in Office software (Excel, Word, PPT)​, familiar with digital tools is a plus
• Solid experience in SuccessFactors / LMS is an advantage
• Excellent in both written and spoken English and Chinese