People Analytics & Workforce Transformation Manager (CCP PMET)

About the Role

BMG is building an HR function that combines practical HR management with people analytics, HRMS, AI-assisted workforce planning, digital recruitment, automated scheduling and manager decision support. This is not intended to be a conventional HR administration role.

Key Responsibilities

• Build and manage manpower planning across BMG hotels, Gabriel Restaurants and shared services.

• Convert hotel occupancy, opening plans and operational forecasts into manpower and recruitment requirements.

• Operate and continuously improve BMG's HRMS.

• Conduct user testing, workflow review and HR data-quality controls.

• Use AI-assisted scheduling and rostering tools and investigate exceptions before approval.

• Analyse staffing, vacancies, attendance, productivity and workforce risks.

• Use approved AI tools to structure candidate information, support candidate matching, prepare communications and organise recruitment pipelines.

• Maintain human judgement in all employment and hiring decisions.

• Build employee skills matrices covering operational, digital and AI competencies.

• Digitise onboarding, appraisal, training and employee-development workflows.

• Develop dashboards covering hiring funnels, manpower, attendance, training, utilisation and retention.

• Convert HR operational problems into system requirements together with the Hospitality AI Systems & Capability Manager.

• After competency is demonstrated, coach managers and employees on approved HR and AI workflows.
  

  • Manage end-to-end CCP conversion administration, including eligibility screening, skills-gap assessment, training plans, OJT documentation, claims/supporting records and coordination with the applicable programme partner.

  • Maintain current working knowledge of Career Conversion Programme requirements and ensure managers understand the approved conversion and training obligations for each participating employee.

  • Handle employment disputes and grievances appropriately, including preparing records, correspondence and case documentation and representing or coordinating BMG's engagement with TADM (Tripartite Alliance for Dispute Management) when mediation or formal dispute resolution is required.

CCP Growth Skills

• Business Needs Analysis

• Technology Adoption and Innovation

• Productivity Improvement

• Digital Fluency

Structured Career Conversion

The programme is intended to develop an HR professional or suitable career switcher into an AI-enabled people and workforce transformation manager. Training may cover HR analytics, workforce forecasting, HRMS, AI scheduling, digital recruitment, process redesign and responsible AI.

Suitable Background

Candidates may come from HR, recruitment, operations, manpower planning, business administration, workforce scheduling, project management or other transferable people/operations roles.