workforce planning manager

EjadTech - إيجاد التقنية

<div>
 <p>
  <strong>
   Job Purpose
  </strong>
 </p>
 <p>
  Lead and develop the organization&rsquo;s talent acquisition and workforce management function to ensure the attraction of high-caliber talent and maintain organizational workforce readiness. This role is responsible for developing effective talent acquisition strategies, workforce planning, analyzing organizational staffing needs, managing recruitment budgets, evaluating employee capabilities and performance, and strengthening professional partnerships to support the company&rsquo;s strategic objectives and growth plans.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Key Responsibilities
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   1. Strategic Workforce Planning &amp; Talent Acquisition
  </strong>
 </p>
 <p>
  * Develop and implement talent acquisition strategies aligned with the company&rsquo;s strategic and operational objectives.
 </p>
 <p>
  * Lead workforce planning initiatives and analyze current and future staffing requirements in coordination with executive management and business units.
 </p>
 <p>
  * Analyze market trends and competitor practices to develop innovative recruitment solutions that enhance the company&rsquo;s competitive positioning.
 </p>
 <p>
  * Build proactive talent pipelines for critical and hard-to-fill positions.
 </p>
 <p>
  * Develop employer branding initiatives to strengthen the company&rsquo;s reputation as an employer of choice.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   2. Recruitment &amp; Talent Acquisition Operations
  </strong>
 </p>
 <p>
  * Oversee the full recruitment lifecycle from manpower request initiation through onboarding and joining.
 </p>
 <p>
  * Ensure the implementation of best practices and professional standards across sourcing, assessment, selection, and hiring processes.
 </p>
 <p>
  * Develop and enhance recruitment policies and procedures to improve operational efficiency and quality of hires.
 </p>
 <p>
  * Monitor the effectiveness of recruitment channels, agencies, and vendors while evaluating return on investment.
 </p>
 <p>
  * Lead candidate negotiation processes and manage job offers to ensure alignment between talent quality and budget considerations.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   3. Talent Evaluation, Performance Analysis &amp; Workforce Assessment
  </strong>
 </p>
 <p>
  * Lead employee capability and performance evaluation processes in coordination with various departments.
 </p>
 <p>
  * Analyze organizational structures and performance levels to identify workforce gaps and future staffing requirements.
 </p>
 <p>
  * Assess the effectiveness of existing employees and their alignment with business objectives and role expectations.
 </p>
 <p>
  * Evaluate vacancies and critical positions to identify needs related to replacement, succession planning, restructuring, or workforce optimization.
 </p>
 <p>
  * Provide strategic recommendations to executive management regarding talent retention, workforce development, and targeted replacement hiring when required.
 </p>
 <p>
  * Contribute to succession planning initiatives and identify high-potential talent to ensure business continuity and organizational sustainability.
 </p>
 <p>
  * Prepare analytical reports covering workforce readiness, performance indicators, talent retention risks, and future hiring needs.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   4. Budget Management &amp; Reporting
  </strong>
 </p>
 <p>
  * Develop and manage recruitment and talent acquisition budgets while ensuring cost optimization and efficient resource utilization.
 </p>
 <p>
  * Analyze recruitment and workforce KPIs and provide improvement recommendations to senior management.
 </p>
 <p>
  * Prepare executive and operational reports on recruitment progress, hiring efficiency, and achievement of workforce targets.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   5. Professional Partnerships &amp; Stakeholder Management
  </strong>
 </p>
 <p>
  * Build and manage strategic relationships with recruitment firms, educational institutions, consulting firms, and professional platforms.
 </p>
 <p>
  * Represent the company at recruitment events, career fairs, and talent acquisition initiatives.
 </p>
 <p>
  * Strengthen internal collaboration with executive leadership and department heads to ensure accurate understanding of operational and strategic workforce needs.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   6. Leadership &amp; Team Management
  </strong>
 </p>
 <p>
  * Lead, mentor, and develop the talent acquisition team to enhance operational and professional capabilities.
 </p>
 <p>
  * Promote a culture of performance excellence, accountability, quality, and efficiency.
 </p>
 <p>
  * Oversee task allocation, execution of departmental plans, and achievement of functional objectives.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Qualifications &amp; Experience
  </strong>
 </p>
 <p>
  * Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; Master&rsquo;s degree is preferred.
 </p>
 <p>
  * Minimum of 8 years of experience in talent acquisition and recruitment, including leadership experience.
 </p>
 <p>
  * Strong expertise in workforce planning, talent acquisition strategies, and talent management.
 </p>
 <p>
  * Experience in employee capability assessment, performance analysis, and workforce planning.
 </p>
 <p>
  * Experience managing recruitment budgets and workforce-related KPIs.
 </p>
 <p>
  * Previous experience within technology companies, consulting firms, telecommunications companies, or fast-paced environments is highly preferred.
 </p>
 <p>
  * Advanced knowledge of HR systems and Applicant Tracking Systems (ATS).
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Required Skills
  </strong>
 </p>
 <p>
  * Strategic thinking and advanced analytical capabilities.
 </p>
 <p>
  * Strong leadership and people management skills.
 </p>
 <p>
  * Decision-making and executive recommendation capabilities.
 </p>
 <p>
  * Excellent communication, negotiation, and presentation skills.
 </p>
 <p>
  * Strong stakeholder and partnership management abilities.
 </p>
 <p>
  * Advanced reporting, analytics, and data interpretation skills.
 </p>
 <p>
  * Deep understanding of labor market trends and talent acquisition best practices.
 </p>
</div>


Talent Acquisition Manager

Amazon.com

<div><h2 class="jobSectionHeader"><b>DESCRIPTION</b></h2><div>
Are you passionate about transforming how Amazon's senior leaders make strategic talent decisions? Amazon's Senior Talent and Transformation team is seeking an exceptional Workforce Strategist to revolutionize workforce planning across our global organization.<br>
<br>
You'll advise senior leaders to transform how we align talent investments with business needs. This isn't about capability planning; you're building new capabilities for senior leaders to challenge how work is done and influencing leaders to align on the new way of working leveraging AI. You'll work in a high-visibility, high-ambiguity environment with direct interaction with senior leaders, and close partnership with Finance and Business Ops.<br>
<br>
**Note the compensation listed below is base salary only. Total compensation will be discussed further with your recruiter.<br>
<br>
Key job responsibilities<br>
<ul><li>Advise senior leaders in business and HR to develop the workforce strategy that supports the business objectives</li><li>Partner with HRBPs and Finance partners to translate the workforce strategy into one-to-three-year workforce plans, aligned with Amazon&rsquo;s planning cycles</li><li>Collaborate with workforce planning tooling team to continue advancing the tooling to handle workforce scenarios with embedded AI-driven recommendations</li><li>Earns trust with Amazon senior leaders with executive influencing skills to develop collaborative strategies that create measurable impacts for the business
</li><li>Apply workforce planning mental model and methodology, predictive analytics, technical know-how to develop forward-looking workforce plans with expected P&amp;L impacts</li><li>Drive workforce planning milestones from design to plan to operationalization, meeting organizational goals and timelines
</li><li>Deliver exceptional written narratives aligned with the Amazon writing culture expectation, to drive alignment and decisions</li><li>Apply AI capabilities for faster and better workflows including analysis, doc writing, coordination</li><li>Travel occasionally for senior leader customer meetings</li></ul><br>
About the team<br>
<br>
The Senior Talent and Transformation team enables senior leaders &ndash; and through them, the company &ndash; to be as successful as possible in inventing and delivering on behalf of the customers.
<br>
<br>
You will work closely with senior leaders, and partner with cross-functional teams including Finance, Ops, Products, Engineers, Science, Transformation, Executive Recruiting, Executive Compensation, Executive Development.
<br>
If you enjoy leading strategic programs, influencing senior leaders, creating impacts, working in a fast-paced environment and being challenged by new problems, we&rsquo;d like to speak with you!</div><h2 class="jobSectionHeader"><b><br>
BASIC QUALIFICATIONS</b></h2><ul><li>6+ years of analytical, quantitative, communication, and presentations experience</li><li>Bachelor's degree or above</li><li>Experience working directly with senior executives and leadership teams</li><li>Experience with workforce planning</li><li>Experience leading cross-functional projects and managing large, complicated programs</li><li>Experience that includes strong analytical skills, attention to detail, and effective communication abilities</li></ul><h2 class="jobSectionHeader"><b>
PREFERRED QUALIFICATIONS</b></h2><ul><li>Experience working directly with finance teams</li><li>Strong writing skills</li></ul><br>
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.<br>
<br>
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner.<p><br>
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life &amp; AD&amp;D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.</p><br>
USA, NY, New York - 163,600.00 - 221,300.00 USD annually<br>
USA, VA, Arlington - 148,700.00 - 201,200.00 USD annually<br>
USA, WA, Seattle - 148,700.00 - 201,200.00 USD annually</div><p></p>

Workforce Strategist, Senior Talent Transformation

talabat

<div>
 talabat is part of the Delivery Hero Group, the world&rsquo;s pioneering local delivery platform, our mission is to deliver an amazing experience&mdash;fast, easy, and to your door. We operate in over 70+ countries worldwide. Headquartered in Berlin, Germany. Delivery Hero has been listed on the Frankfurt Stock Exchange since 2017 and is part of the MDAX stock market index.
 <br/>
 <br/>
 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Own the end-to-end workforce management function for on-ground fulfillment teams
  </li>
  <li>
   Source, onboard, and manage relationships with local third-party manpower providers, including SLA definition, performance tracking, and penalty enforcement
  </li>
  <li>
   Partner with commercial teams to support new partner pitches and conduct regular performance reviews for existing partners
  </li>
  <li>
   Enable on-ground supervisors with the right system access, tools, and performance dashboards to effectively manage daily operations
  </li>
  <li>
   Manage the picker ecosystem, including system access, logins, and permissions across multiple platforms and portals
  </li>
  <li>
   Own workforce budgeting and monthly shopper cost tracking in alignment with the local P&amp;L
  </li>
  <li>
   Ensure accurate demand forecasting and optimize shift planning and scheduling to meet service levels efficiently
  </li>
  <li>
   Implement, monitor, and enforce SOPs across onboarding, training, performance management, and offboarding processes
  </li>
  <li>
   Drive picker performance management across key metrics such as fill rate, efficiency, attendance, and order quality
  </li>
  <li>
   Track and enforce picker attendance and uniform compliance (where applicable)
  </li>
  <li>
   Investigate, manage, and resolve on-ground workforce issues and disputes raised by partners
  </li>
  <li>
   Identify and implement process improvements and automation opportunities to reduce manual effort and optimize operating costs
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience in Workforce management (in store or regional scope)
  </li>
  <li>
   2-3 years experience in ecommerce, grocery or retail operations
  </li>
  <li>
   Experience in building internal &amp; external partner relationships- Clear communicator with functional teams (commercial, operations, data, logistics)
  </li>
  <li>
   Personable and empathic approach to ways of working
  </li>
  <li>
   Present complex data in a simple and compelling way to stakeholders; painting a picture of problem, scale/root cause of problem (data) and resolution "- Strong collaborator with the ability to build strong relationships with external partners
  </li>
  <li>
   Able to negotiate terms &amp; navigate SLA that suit the overall business
  </li>
  <li>
   Confident in influencing external partners &amp; ensuring that business is sustained with adequate manpower
  </li>
 </ul>
</div>


Assistant Manager Workforce Operations

PSEG

<div></div><div><p><b>Date: </b>May 4, 2026</p>
<p><b>Location:</b> Newark, NJ, US, 07101
</p><p><b>Company: </b>PSEG</p>
<div><p><b>Requisition:</b> 83680
<br>
<br>
<b>PSEG Company:</b> Public Service Electric &amp; Gas Co.
<br>
<br>
<b>Salary Range:</b> $ 133,000 - $ 218,300
<br>
<br>
<b>Work Location Category:</b> Hybrid Fixed
<br>
<br>
We&rsquo;re one of the country&rsquo;s largest energy companies, with a vision of powering a future where people use energy more efficiently and it&rsquo;s safer and delivered more reliably than ever. We&rsquo;re also deeply connected to the communities we serve, with more than 13,000 employees working together to support our customers and make a difference every day.
<br>
Here, you&rsquo;ll have the stability and exciting opportunities that come with being a Fortune 500 company &mdash; along with a supportive, friendly work environment where your contributions are valued.</p><br>
<p></p><p>We know life isn&rsquo;t one-size-fits-all, and neither is work. That&rsquo;s why we offer flexible work options depending on the role.
<br>
In support of this model, roles have been categorized into one of three work location categories:
<br>
1. Onsite &ndash; roles where employees are expected to be onsite daily.
<br>
2. Hybrid fixed &ndash; roles that are a mix of remote work and onsite work fixed days each week
<br>
3. Hybrid flexible &ndash; roles that are a mix of remote work and onsite work, but the onsite requirements have greater flexibility. (i.e. 5-8 days a month vs. set days each week).</p><br>
<p></p><p>As an employee, if you are regularly scheduled to work 20 or more hours per week, you will have access to a wide range of comprehensive benefits from day one, designed to support your total well-being: medical, dental, vision, parental leave and family leave programs, behavioral health programs, 401(k) with company match, life insurance, tuition reimbursement, and generous paid time off.</p>
<p>More than 13,000 people already call PSEG their work home, taking pride in providing safe, reliable service to millions of customers. If you&rsquo;re looking for a place where you can build a meaningful career and help power and support our communities, we&rsquo;d love to welcome you to the team.</p><br>
<p></p><p>PSEG is not offering visa sponsorship for this position.</p><br>
<p></p><div><div><div><h2 class="jobSectionHeader"><b>Job Summary</b></h2>
</div><div><p>At this time, only current PSEG employees are being considered.</p><br>
<p></p><p>It is essential that the Workforce Planning Manager for our customer contact center be able to manage customer satisfaction and service levels while working to reduce business costs and boost the efficiency of our employees. One of the main functions of this position is forecasting our staffing needs, so you will need to consider the contact volume, headcount requirements and time-off requests. The ideal candidate is someone who can encourage a high standard of care to our customers, provide positive support and encouragement to our employees and understand our financial needs. This will often require real-time monitoring and oversight of employees.</p>
</div></div><div><div><h2 class="jobSectionHeader"><b>Job Responsibilities</b></h2>
</div><div><ul><li>Manage, delegate, coach and provide guidance for the workforce management team; train WFM team members and other stakeholders on the use of workforce planning tools, reports and systems</li>
<li>Oversee and manage the collection, analysis and reporting on performance statistics to drive operational efficiencies, proactive responsiveness and forecasting</li>
<li>Partner with IT and other departments to insure new processes and technologies are implemented and achieve expected outcomes. Forecast long and short-term call volume based on company drivers adjusting for secular and seasonal trends. Participate in the development of optimal queue design and skill-based routing</li>
<li>Oversee staff shift communications relating to WFM; escalate interruptions or impacts to service level delivery as needed. Develop, implement and manage workforce management processes; ensure utilization to properly fit organization needs</li>
<li>Produce staffing models for volume forecasts by queue or program; use this information to provide overall company budget and staffing strategies. Determine staffing requirements by week; analyze and trend call arrival patterns to adjust staffing needs across departments. Provide all appropriate reporting on workforce management &ndash; staffing, queues, efficiency, performance and productivity measures</li>
<li>Monitor all call and work order queues. Manage &ldquo;off phone&rdquo; time including planned and unplanned time off, meetings, trainings, etc; report on onsite and offsite shrink</li>
<li>Schedule across multiple staff groups (Customer Service, Collections, and New Construction) and different work types &ndash; calls, work orders, chats and emails</li>
<li>Develop, implement and manage a shift bid and shift trading process. Inform management of operational, budgetary or resource issues in a timely fashion; escalate issues as necessary</li>
<li>Partner with internal stakeholders to optimize and update IVRs and call routing strategies; liaise with the technology teams to meet business requirements. Partner with operations to develop appropriate staff KPI metrics and balanced scorecards</li>
<li>Coordinate with talent acquisition and training departments for all staffing needs. Contribute to project improvements across the customer service organization operations team. Ensure confidentiality of internal and external data. Perform ad hoc projects and other duties as assigned</li>
</ul></div></div><div><div><h2 class="jobSectionHeader"><b>Job Specific Qualifications</b></h2>
</div><div><ul><li>Bachelor&rsquo;s degree in Accounting, Finance, Business or a related major and a minimum of 8 years of workforce planning experience within a Call Center.</li>
<li>Minimum of 4 years&rsquo; managerial experience</li>
<li>Demonstrated understanding of appropriate regulations</li>
<li>Experience using NICE IEX software or similar contact center programs/softwares</li>
<li>Strong, demonstrated leadership and communication skills</li>
<li>Strong analytical and financial skills</li>
<li>Ability to develop organizational talent and manage performance</li>
<li><div>Department of Energy&rsquo;s regulation 10 CFR 810 is required.</div><br>
</li></ul><p></p><p><b>Desired</b></p>
<ul><li>Knowledge of union rules/contracts and ability to effectively interact with union leadership</li><br>
</ul></div></div></div><p></p><p>Some positions at PSEG require access to information covered by the Department of Energy&rsquo;s regulation 10 CFR 810 (Part 810). If applicable, the successful applicant must prove they are: (1) a citizen or national of the USA; OR (2) a lawful permanent resident of the United States (Non-Conditional Permanent I-551 / Green Card / Permanent Resident Card holder); OR (3) a citizen, national, or permanent resident of a &ldquo;Generally Authorized&rdquo; destination on the attached list not also a citizen, national, permanent resident of any country not listed; OR (4) a &ldquo;Protected Individual&rdquo; under the Immigration and Naturalization Act (8 U.S.C 1324b(a)(3)).</p><br>
<p></p><p>As an employee of PSEG, you should be aware that during emergency restoration efforts, you may be required to perform functions outside of your routine duties and on a schedule that may be different from normal operations.
<br>
For all roles, PSEG&rsquo;s drug and alcohol testing program includes pre-employment testing, testing for cause, and post-incident/accident testing.
<br>
Employees who are hired or transfer into a federally regulated role (including positions covered by USDOT, PHMSA, or NRC regulations) are subject to random drug and alcohol testing, inclusive of marijuana. Although numerous states throughout the country have legalized marijuana/cannabis products recreationally and medically, the use of these products are prohibited for employees in federally regulated roles. Please note that the use of CBD products may result in a positive drug test for THC/Marijuana and such use is not a legitimate medical explanation for a positive result.</p>
<p>If you are a current PSEG Long Island (PSEGLI) employee and offered an opportunity with PSEG or any of its subsidiaries other than PSEGLI, you will be treated as a new hire. Please note that as a new hire to PSEG, your benefits will change and generally will be consistent with other similarly situated PSEG new hires. Similarly, for PSEG employees who accept job opportunities with PSEGLI, your benefits will change and generally be consistent with other similarly situated new hires of PSEGLI.</p><br>
<p></p><p>PSEG is an equal opportunity employer, dedicated to a policy of non-discrimination in employment, including the hiring process, based on any legally protected characteristic. Legally protected characteristics include race, color, religion, national origin, sex, age, marital status, sexual orientation, disability or veteran status or any other characteristic protected by federal, state, or local law in locations where PSEG employs individuals.
<br>
PSEG is committed to providing reasonable accommodations to individuals with disabilities. If you have a disability and need assistance applying for a position, please call 973-430-3845 or email accommodations@pseg.com.
<br>
If you need to request a reasonable accommodation to perform the essential functions of the job, email accommodations@pseg.com. Any information provided regarding a disability will be kept strictly confidential and will not be shared with anyone involved in making a hiring decision.
<br>
ADDITIONAL EEO INFORMATION (Click link below)
<br>
Know your Rights: Workplace Discrimination is Illegal</p><br>
<p><br>
<b>Nearest Major Market: </b>Newark
<br>
<b>Nearest Secondary Market: </b>New York City
<br>
<b>Job Segment: </b>Testing, Call Center Manager, Call Center Supervisor, HR, Recruiting, Technology, Customer Service, Human Resources</p></div></div><div></div>

Senior Manager Workforce Planning

Metropolitan Transportation Authority

<div><div><div><div><b>Job ID:</b> 15329</div>
<div><b>Business Unit:</b> Metro-North Railroad</div>
<div><b>Location:</b> New York, NY, United States</div>
</div><div><div><b>Regular/Temporary:</b> Regular</div>
<div><b>Department:</b> Crew Management Administration</div>
<div><b>Date Posted:</b> Apr 13, 2026</div>
</div></div><div><p><b>Description</b>
</p><div><div><div><div><p><b>Job Title</b><b>: </b>Assistant Deputy Director- Crew Management Workforce</p><p><b><br>
Department:</b> Transportation Operations</p></div><div><p><b><br>
MTA Agency:</b><b> </b>Metro-North Railroad</p><p><b><br>
Primary Location(s):</b><b> </b>New York, NY</p></div><div><p><b><br>
Salary Range:</b><b> </b>$123,294 - $154,117</p><p><b><br>
Regulated/Safety Sensitive:</b><b> </b>Non-DOT Regulated/Not Safety Sensitive</p></div><div><p><b><br>
Union Affiliation:</b><b> </b>Non-agreement</p><p><b><br>
Closing Date </b>(if applicable)<b>:</b><b> </b>Until Filled</p></div><div><p><b><br>
Shift </b>(if applicable)<b>:</b></p><p><b><br>
Title 55-a (yes or no):</b><b> </b>Not Applicable</p></div><div><p><b><br>
Other:</b><b> </b>Telework eligible</p></div></div><p></p><div><b><br>
ABOUT THE AGENCY</b></div><div>
MTA Metro-North Railroad is a dynamic organization, operating out of the jewel of New York City, Grand Central Terminal. We provide service to over 86.5 million customers, traveling in and out of New York and Connecticut. A subsidiary of the Metropolitan Transportation Authority, Metro-North Railroad is one of the busiest commuter railroads in the nation. MTA Metro-North Railroad strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities for its employees.</div><div></div><div><br>
Metro-North Railroad reserves the right to remove this posting before the Application Deadline.</div><div></div><div><b><br>
JOB SUMMARY</b></div><div>
Oversee the planning and forecasting of train crew workforce demands to ensure effective and efficient utilization of Train &amp; Engine (T&amp;E) employees. Supervise Crew Management Center (CMC) staff in deploying daily T&amp;E workforce to meet business needs and ensure service and cost objectives are being met. Develop and ensure timely implementation of scheduling and other long-term workforce planning programs that align with special schedules, collective bargaining agreements (CBA) and budgetary initiatives.</div><div><b><br>
DUTIES AND RESPONSIBILITIES</b></div><ul><li>
Oversee the process and compliance with staffing train and engine employees to cover regularly scheduled assignments, planned/unplanned absences, increases/decreases in Capital Flag work, and changes to assignments for special/holiday schedules.</li><li>
Manage, plan, and ensure effective coordination of the weekly CBA job advertisement/bids and awards process and the establishment of Extra Lists to cover planned absences. Supervise CMC managers and represented staff in the execution of these duties.</li><li>
Oversee and enforce MNR policies and procedures up to and including attendance as it relates to Kronos/Attendance Tracking System (ATS)/Discipline Tracking System (DTS) policies of represented and non-represented staff in accordance with the disciplinary process.</li><li>
Address personnel issues as they arise; in compliance with MNR policies and procedures.</li><li>
Initiate and support and new processes and platforms in support of the Crew Management office.</li><li>
Supervise staff in the execution of schedule loads (including schedules for crew book changes, Holiday and Special Schedules, Service Changes, and other ad hoc schedule changes). Coordinate with CMC managers to resolve Crew Management System (CMS) issues and any scheduling discrepancies in the system.</li><li>
Ensure effective coordination, scheduling and implementation of MNR special schedules (e.g., Holidays, Yankee Stadium Events). Oversee the review, analyses, and provide managerial approval of schedule changes, including approving and tracking that schedule changes are properly input into the Crew Management System (CMS).</li><li>
Independently review, analyze, and provide approval of T&amp;E employee claims submitted on CMS pursuant to the relevant collective bargaining agreement.</li><li>
Lead coordination with Capital Trainmasters, Assistant. Superintendents, and Line Superintendents to effectively organize required Capital work schedules/assignments for crew book picks.</li><li>
Develop, implement, and modify both short and long-term reporting on labor costs, including vacations, holidays, vacated train assignments, guarantee and relief days, etc.</li><li>
Respond to service disruptions to support field operation by coordinating T&amp;E crews for ad hoc schedule based on qualifications, hours of service. Manage CMC support and implementation of emergency service plans and other duties as assigned in support of corporate/departmental goals.</li><li>
Provide support to other CMC managers to meet daily operational needs. Requires availability to work nights and weekends to ensure continuous, 24/7 management coverage for the office.</li><li>
Provide supervision and guidance to the CMC Workforce. Select, develop, and motivate staff and provide career development for team members. Provide effective coaching and counseling. Manage team and individual performance. Create a professional environment that respects individual differences and enables staff to develop and contribute to their full potential.
</li><li>Performs other duties as assigned</li><li>
Complies with all policies and standards</li><li>
May be required to work hours outside regular work hours, as applicable</li><li>
Observes the work performed by contractors, as applicable</li><li>
Reviews invoices and approves them if the work has contractual standards, as applicable</li><li>
Addresses performance issues with the contractor when possible, as applicable</li><li>
Escalates issues to other parties when needed, as applicable</li></ul><div></div><div><b><br>
KNOWLEDGE, SKILLS AND ABILITIES</b></div><div><i>
Required:</i></div><ul><li>
Working knowledge of ACRE 1&amp;9 Collective Bargaining Agreements, MNR Operating Rules and Physical Characteristics, and Federal Rules regarding the operation of trains and equipment and Passenger Hours of Service</li><li>
Working knowledge of Transportation Line Operations, equipment programs, Mechanical, Engineering and Station functions.</li><li>
Strong leadership skills with the ability to organize, oversee and direct the activities of both subordinates and others.</li><li>
Strong planning, time management and organizational skills.</li><li>
Must possess quantitative and analytical skills to effectively determine and resolve service delivery problems.</li><li>
Strong verbal and written communication skills to effectively communicate with all levels in the organization and outside agencies.</li><li>
Working knowledge of Microsoft Office, Crew Management System (CMS), Terminal Management Information System (TMIS), and train tracking. Must be able to gain functional level skills on CMS within 3 months of hire.</li><li>
Must be flexible to work late evenings and weekends, and to be on-call seven days a week when required.</li><li>
Strong interpersonal skills with the ability to discuss and appropriately manage contractually based claims, grievances and other issues presented by union officials.</li><li>
Working knowledge of (or must gain within 6 months of hire) MTA, Metro-North and departmental policies and procedures. Strong ability to ensure compliance of policies and procedures for supervised staff.</li></ul><div></div><div><b><i><br>
The following is/are preferred:</i></b></div><ul><li>
Experience supervising represented employees at MNR, including knowledge of the grievance and discipline processes in the relevant collective bargaining agreements.</li></ul><div></div><div><b><br>
REQUIRED EDUCATION AND EXPERIENCE</b></div><ul><li>
Bachelor&rsquo;s Degree in Arts/Sciences (BA/BS) in transportation, Business, Engineering, Public Administration, or related field. Demonstrated equivalent education, experience or technical credentials to include an additional four (4) years of related experience may be considered in lieu of degree.</li><li>
Minimum 7 years of progressively complex experience in a Transportation Operations, Engineering, Maintenance of Way, or Maintenance of Equipment environment with emphasis on service delivery.</li><li>
Minimum 5 years of experience managing a professional staff and projects.</li></ul><div></div><div><b><i><br>
The following is/are preferred</i></b><b>:</b></div><ul><li>
Master&rsquo;s degree in Arts/Sciences (MA/MS) in Business Administration or related field.</li></ul><div></div><div><b><br>
LICENSES AND CERTIFICATIONS</b></div><div><i>
Required</i>: None</div><div></div><div><b><br>
BENEFITS</b><b> - </b>Managerial Benefits</div><p>
Transportation &amp; Financial Benefits</p><ul><li>
Commuting Made Easy &ndash; Enjoy a complimentary MTA transportation pass, plus access to tax-advantaged commuter benefits to maximize your savings.</li><li>
Premium Health Coverage at Low Cost &ndash; Access high-quality individual, family and domestic partner healthcare, dental, vision and life insurance plans.</li><li>
Secure Your Future &ndash; Build long-term financial security through pension plans and retirement savings accounts designed for eligible employees.</li></ul><div></div><p><br>
Time Off &amp; Work-Life Balance</p><ul><li>
Generous Time Away &ndash; Recharge with substantial paid time off and comprehensive holiday schedules that support your personal and family commitments.</li><li>
Holistic Support Services &ndash; Access our dedicated Work Life Services team and Office of the Chaplains unit for personal guidance and support when you need it most.</li></ul><div></div><p><br>
Professional Growth &amp; Development</p><ul><li>
Learning &amp; Development Program &ndash; Advance your career through structured professional development opportunities, skills training, and leadership programs tailored to support your growth within the organization.</li><li>
Educational Investment &ndash; Pursue your career goals with in-house training and professional development, tuition reimbursement support, and partnerships with educational institutions.</li></ul><div></div><p><br>
Employee Experience &amp; Community</p><ul><li>
Employee Assistance Programs &ndash; Comprehensive support services to help you navigate life's challenges with confidence and resources.</li><li>
Discounts &amp; Perks &ndash; Take advantage of MTA employee discount programs offering savings on products and services.</li><li>
Connect &amp; Belong &ndash; Join our vibrant Employee Resource Groups to build meaningful connections, share experiences, and contribute to an inclusive workplace culture.</li></ul><div></div><div><b><br>
OTHER INFORMATION</b></div><ul><li>
Pursuant to the New York State Public Officers Law &amp; the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the &ldquo;Commission&rdquo;).</li><li>
Final salary is determined experience, skillset, and alignment with compensation practices. The posted range reflects expected compensation and may be updated as market or business needs evolve.</li><li>
Employees driving company vehicles will be subject to License Monitoring and must complete defensive driver training once every three years for current MTA drivers; or within 180 days of hire or transfer for an employee entering an authorized driving position.</li><li>
To be eligible for consideration for a new role, current MTA employees must complete at least one year of service in their current role prior to applying. Additionally, eligibility to interview is contingent upon maintaining a satisfactory record of job performance, attendance, and disciplinary conduct.</li></ul><p></p><p><b><br>
EQUAL EMPLOYMENT OPPORTUNITY/ADA DISCLAIMER</b></p><div>
MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers and encourage qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.</div><div></div><div><br>
If you seek a reasonable accommodation for a medical condition or disability, or for a religious practice or observance, to participate in the job application or interview process, please notify your MTA representative once you have been contacted regarding the role.</div><div></div><p><b><br>
HOW TO APPLY:</b></p><div><b>
For Internal Applicants</b>: Log in to the My MTA Portal, click on the My Job Search tile, select the Careers link, search for the desired position, click Apply, and follow the on-screen instructions.</div><div></div><div><b><br>
For External Applicants</b>: Visit www.mta.info, click the &ldquo;Careers&rdquo; link located in the footer under the &quot;The MTA&quot; section, then click on &ldquo;See All Open MTA Positions&rdquo;. Search for the desired position, click Apply, and follow the instructions.</div></div></div></div></div>

Assistant Deputy Director - Crew Management Workforce

HR Ways

<p>We are hiring an <b>Manager HR (Real ﻿Estate Experienced)</b><br/><b>﻿</b><br/><b>﻿﻿About the Company:</b><br/>The Company is an <b>International Real Estate Builders &amp; Developers</b> handling U.S. clients and having 150+ employees working over there.</p><p>﻿<b>Key Responsibilities:</b><br/><b>Job Role: Manager HR</b></p><p><b>﻿Responsibilities:</b><br/><b>﻿</b>﻿﻿-Talent Acquisition &amp; Workforce Planning: Lead end-to-end hiring, build pipelines, workforce planning.<br/>-Onboarding &amp; Training Systems: Structured onboarding, 30-day training programs, Day 1 readiness, onboarding tracking.<br/>-Performance Management: Implement KPIs, scorecards, weekly reviews,improvement plans.<br/>-HR Operations &amp; Compliance: Manage lifecycle, policies, documentation,employee relations.<br/>-Culture &amp; Leadership Support: Build performance-driven culture,leadership support, retention.<br/>-Reporting &amp; Governance: Maintain dashboards, HR reports, performance insights.</p><p><b>Other Details</b><br/>﻿Experience: <b>7 years</b><br/>﻿Working <b>Days: Monday to Saturday</b><br/>﻿Timings: <b>12:00 PM to 9:00 PM - Evening Shift</b><br/>﻿Location: <b>DHA, Karach</b>i</p><p>Job Type: Full-time</p><p>Work Location: In person</p>

HR Manager | Evening Shift

Confidential Government

<div>
 <p>
  Join a leading organization in the educational sector in Riyadh as a Talent Acquisition Specialist within the Human Capital team.
 </p>
 <p>
  About the Role
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  You will design and execute the recruitment plan, attract top talent, and apply best practices in workforce planning for both internal employees and outsourced project staff with operating partners.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  Key Responsibilities
 </p>
 <ul>
  <li>
   Analyze and identify hiring needs across departments and projects in coordination with department managers.
  </li>
  <li>
   Prepare the annual recruitment budget and workforce planning, and submit related reports to the Talent Management Manager.
  </li>
  <li>
   Execute the approved recruitment plan in line with Human Capital policies and procedures.
  </li>
  <li>
   Design and propose initiatives, workshops, and on-the-job training programs to attract talent.
  </li>
  <li>
   Stay current with global recruitment strategies, workforce planning methods, and sourcing channels.
  </li>
  <li>
   Build strong partnerships with recruitment service providers and work to reduce hiring costs.
  </li>
  <li>
   Manage end-to-end outsourcing recruitment for project staff with operating companies, ensuring full compliance with legal and contractual requirements.
  </li>
  <li>
   Screen candidates, provide feedback, and conduct first-level interviews based on standard evaluation criteria.
  </li>
  <li>
   Negotiate salaries and benefits with selected candidates and issue job offers with full details.
  </li>
  <li>
   Secure top-tier candidates academically, technically, and professionally while maintaining budget efficiency.
  </li>
  <li>
   Build and update a talent and competency database for current and future hiring needs.
  </li>
  <li>
   Prepare periodic recruitment and workforce reports with analytics to support executive decision-making.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Qualifications
 </p>
 <ul>
  <li>
   Bachelor's degree, preferably in Human Resources.
  </li>
  <li>
   3+ years of experience in Human Resources, including 1 to 2 years in recruitment and talent acquisition.
  </li>
  <li>
   Professional HR certification preferred, with specialization in recruitment and talent acquisition.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Core Competencies
 </p>
 <ul>
  <li>
   Recruitment and selection
  </li>
  <li>
   Talent attraction and management
  </li>
  <li>
   Workforce and outsourcing planning
  </li>
  <li>
   Organizational development
  </li>
  <li>
   Training and development
  </li>
  <li>
   Compensation and benefits
  </li>
  <li>
   Employee relations
  </li>
  <li>
   Project management
  </li>
  <li>
   Communication and reporting skills
  </li>
  <li>
   Creativity and continuous improvement
  </li>
 </ul>
 <p>
 </p>
</div>


Talent Acquisition Specialist

Search 10000+ Workforce planning manager jobs near you this May. New roles added regularly across leading industries. Apply today.