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  Strategic workforce leadership.
  Define and execute the multi-property workforce planning and optimization
  strategy, operating model, governance framework, service standards and annual roadmap in line with Solaire's business priorities.
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  Business partnership.
  Partner with SQC and SEC Executive Offices, Operations, Human Resources and finance to identify workforce trends, risks and opportunities and translate business plans into practical workforces solutions.
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  Demand forecasting and workload planning.
  Establish robust forecasting methods and workload standards using historical demand, business drivers, operating assumptions and planned events to determine labor requirements by property, department, function and time interval.
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  Headcount and labor-cost planning.
  Lead short-, medium- and long-range workforce plans; evaluate staffing models, spans, deployment ratios and skills requirements; and support annual budget, forecast and headcount decisions with clear productivity and cost implications.
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  Roster and deployment optimization
  . Ensure workforce planners produce compliant, stable and cost-effective  rosters that align staffing with forecast demand, service standards and required skills while minimizing avoidable overtime, idle time and coverage gaps.
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  Operational workforce control.
  Implement daily and weekly workforce reviews that compare demand, scheduled hours and actual deployment, enabling leaders to respond quickly to changes in business volume and take timely corrective action.
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  Kronos governance and optimization.
  Own the business governance, adoption, data integrity and continuous improvement of Kronos for workforce planning, scheduling, timekeeping and reporting. Maintain configuration standards, role-based controls, testing protocols and issue-escalation mechanisms in partnership with HR, Payroll, IT and system support teams.
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  Workforce analytics and reporting.
  Establish consistent dashboards, reports and decision tools covering labor productivity, scheduled versus actual hours, headcount utilization, overtime, attendance, leave, schedule effectiveness and other agreed workforce metrics.
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  Productivity improvement.
  Identify, prioritize and lead labor-productivity initiatives, including schedule redesign, process simplification, cross-property utilization, flexible deployment, demand-based rostering and system enhancements; validate benefits and track sustainable results.
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  Compliance and risk management.
  Ensure workforce plans, schedules and timekeeping practices comply with Philippine labor laws, company policies, collective bargaining agreements for Table Games, internal controls and approved employment terms; proactively address control gaps and compliance risks.
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  Team member experience.
  Balance operational and cost requirements with fair, predictable and sustainable work patterns. Use workforce data to identify recurring issues that may affect fatigue, engagement, attendance, retention or service quality.
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  Capability and change leadership.
  Build workforce management capability among department heads and scheduling stakeholders through clear standards, education, coaching and change-management programs, strengthening ownership and disciplined use of workforce data.
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  Team leadership.
  Lead, coach and develop the Workforce Planning and Optimization team; set clear accountabilities and performance measures; promote cross-property knowledge sharing; and build succession and technical capability in planning, optimization, analytics and Kronos.
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  Governance and executive reporting.
  Present workforce insights, scenarios, recommendations and progress updates to senior leadership. Escalate material labor risks and ensure agreed actions, productivity commitments and control improvements are completed.
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  Projects and continuous improvement.
  Sponsor or lead workforce-related projects, audits and system enhancements, ensuring business requirements, testing, implementation, documentation and post-implementation benefits are effectively managed.
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  Perform other duties and lead special projects as may be assigned, consistent with the purpose and seniority of the role

Requirements

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  Bachelor's degree in Human Resources, Business Administration, Industrial Engineering, Operations Management,
  Finance, Data Analytics, Hospitality Management or a related field. A relevant postgraduate degree or professional certification is an advantage.
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  At least ten (10) years of progressive experience in workforce management, workforce planning, labor optimization, operations planning or a closely related discipline, including at least five (5) years in a senior leadership role.
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  Experience in an integrated resort, casino, hospitality, gaming or similarly labor-intensive environment is strongly preferred.
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  Advanced working knowledge of Kronos workforce management capabilities, including auto-rostering, scheduling, timekeeping, reporting, controls and system governance. Experience leading a major implementation, optimization or adoption program is an advantage.
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  Strong command of demand forecasting, workload analysis, staffing models, labor standards, productivity measures and scenario planning. Advanced proficiency in Microsoft Excel and workforce reporting or business-intelligence tools is required.
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  Ability to interpret business volumes, labor budgets and operating results; evaluate cost-service trade-offs; and build clear, evidence-based recommendations and business cases.
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  Proven ability to lead technical teams, influence senior operational stakeholders, challenge constructively, manage change and establish accountability across functions and properties.
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  Sound knowledge of Philippine labor standards, scheduling and timekeeping controls, data privacy requirements and, where applicable, union or collective bargaining provisions.
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  Excellent written, verbal and presentation skills, with the ability to translate complex workforce data into practical decisions for executive and operational audiences.
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  Strategic, analytical, decisive and collaborative, with strong integrity, attention to detail, customer-service orientation and the ability to operate effectively in a fast-paced environment.
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  Able to work across inter-property assignment (SQC and SEC).