Senior Manager/ Manager, OD/TD & Workforce

About Company

My client is a world-leading technology and retail enterprise, listed on NASDAQ, with a global business presence. Adhering to the core values of innovation, operational excellence, and customer-centricity, as a pioneer in the global technology and retail industry, the company is continuously expanding its business layout in Europe, committed to building an efficient and high-quality operation system to serve international consumers and corporate clients.

Job Purpose

Own end-to-end Organizational Development (OD) and Strategic Workforce Planning for the international market and global supply chain business. Align organizational design, change management, headcount governance and labour forecasting with corporate strategy, and deliver integrated people strategy insights to the senior leadership team.

Key Responsibilities

1. Organization Development (OD)

• Partner with business executives to design, restructure and optimize divisional operating models to support business growth and transformation.
• Conduct regular organizational health assessments through leadership interviews, employee engagement surveys and process audits; identify cross-functional collaboration pain points and deliver actionable organizational improvement roadmaps.
• Lead full-cycle change management programmes during organizational restructuring, business spin-off and team integration, mitigate people-related risks and ensure smooth team transition and stable operation.
• Build global competency frameworks, dual career ladders and RACI accountability matrices to unify job architecture and management standards across all regions.
• Drive corporate culture construction and employee engagement initiatives to continuously improve overall organizational effectiveness.

2. Strategic Workforce Planning

• Develop short-term and long-term workforce supply-demand forecasting models based on business targets, staff turnover, seasonal business fluctuations and capability gaps. Conduct multi-scenario simulations to accurately identify workforce surplus and shortages.
• Govern the full lifecycle of global headcount management: establish standardized approval workflows, conduct monthly and quarterly headcount reviews, and control overall labour cost budgets; accurately evaluate the financial impact of manpower changes during organizational restructuring and structural optimization.
• Build HR analytics dashboards covering headcount utilization rate, workforce productivity, critical role succession risks and labour cost ratio. Deliver regular strategic workforce analysis reports to HRD, finance and business leadership teams.
• Formulate talent pipeline development strategies based on workforce gap analysis. Collaborate with talent acquisition and talent development teams to ensure sustainable and long-term talent supply via internal mobility, graduate recruitment and competency empowerment.

3. Cross-Functional Integration & Management

• Integrate organizational design and workforce planning logic to ensure high alignment and synergy among organizational structure, headcount allocation and talent development system.
• Manage annual OD and workforce planning project budgets, and oversee external consulting vendors.
• Upskill frontline business leaders by delivering training on organizational management, headcount application specifications and basic workforce planning methodologies, improving business teams’ manpower management capabilities.

Requirements

• Bachelor’s degree or above in Human Resource Management, Business Administration, Statistics, Psychology or other related disciplines.
• Minimum 7 years of relevant work experience with solid dual expertise in organizational transformation (OD) and strategic workforce planning.
• Proven track record in independently delivering organizational restructuring, talent calibration, annual workforce planning and labour cost modelling; proficient in advanced Excel and BI data analysis tools.
• Strong executive stakeholder management and influencing skills, capable of presenting integrated people strategies to senior leadership teams.
• HR consulting background is highly preferred.