Productivity And Workforce Analyst

Job Summary

The Productivity and Workforce Analyst is the people analytics partner of the Organizational Development and Performance Manager. The role turns workforce, performance, engagement, talent and productivity data into insights that guide OD strategy, structure reviews, performance management, talent and succession decisions, and capability building across the cosmetics manufacturing operation. It owns the data, analysis and reporting behind OD programs, measures their impact, and keeps senior leadership informed on organizational health, in compliance with company standards and Philippine labor law.

KEY RESPONSIBILITY

Workforce & Productivity Analytics

• Track and report productivity metrics per department and role, such as output per FTE, labor cost per unit, overtime and utilization.
• Support productivity and process improvement studies, when needed.
• Prepare headcount and manpower analyses, and evaluate manpower requests with data-based recommendations.
• Analyze span of control, organization structure and job distribution to support organization structure reviews.
  
  
  

Talent, Engagement & Culture Analytics

• Run and analyze engagement and pulse surveys; break results down by department, tenure and level, and identify what drives engagement and attrition.
• Track culture and values indicators, such as exit interview themes, recognition participation and turnover trends, and report on them.
• Prepare talent review data packs, including 9-box grids, succession bench strength and readiness levels.
• Track high-potential (HiPo) program progress and completion of individual development plans (IDPs).
• Track adoption and readiness metrics for change management initiatives.
  
  
  

Performance Management Support

• Help design KPIs and scorecards cascaded from company to individual level.
• Track performance cycle completion (goal setting, mid-year and annual reviews) and analyze rating distributions and calibration results.
• Analyze the link between performance results, productivity and other workforce outcomes.
• Support competency framework, job analysis, job description and career path work with job and competency data.
  
  
  

Learning & Capability Analytics

• Run skills and competency gap analyses to inform training needs analysis and leadership development program design.
• Track training metrics such as hours per employee, completion rates and program evaluation results, in coordination with Learning & Development.
• Track participation and outcomes of leadership development programs.
• Measure the impact of OD, change, performance and learning programs against agreed KPIs.
  
  
  

Reporting & Dashboards

• Prepare monthly and quarterly workforce reports covering headcount, turnover, absenteeism, tardiness, overtime and labor cost.
• Build and maintain an organizational health dashboard combining engagement, talent, performance, learning and productivity data for senior leadership.
• Gather internal data and external benchmarks to support OD strategy development.
• Present findings and recommendations to the OD and Performance Manager and department heads.
  
  
  

Data Governance & Compliance

• Keep workforce data accurate, consistent and audit-ready across HRIS, timekeeping, payroll, survey and performance sources.
• Handle employee personal data, including survey and performance data, in line with the Data Privacy Act of 2012 (RA 10173) and company policy.
• Ensure workload and scheduling recommendations comply with the Labor Code on hours of work, overtime, rest days and night shift differential.
• Perform other related tasks assigned by the OD and Performance Manager.
  
  
  

KEY PERFORMANCE INDICATORS

• Workforce reports and dashboards released on time: 100% by the 5th working day of the month.
• Data accuracy of reports and dashboards: at least 98%.
• Engagement survey results report released within 15 working days after survey close.
• Talent review and succession data packs delivered on schedule: 100%.
• Performance cycle completion tracked and reported at each review milestone: 100%.
• Manpower requests reviewed within 5 working days: 100%.
• Internal client satisfaction: at least 4 out of 5.
  
  
  

Qualification And Requirements

Education:

• Bachelor's degree in Industrial/Organizational Psychology (preferred), Psychology, Industrial Engineering, Human Resource Development/Management, Statistics, or any related field.
• Graduate units in HR, OD, Business Analytics or an MBA are an advantage.
• People/HR analytics certification is a plus; Lean Six Sigma (Yellow/Green Belt) is an advantage.
  
  
  

Experience:

• At least 2–3 years in people/HR analytics, organization development, performance management or workforce planning.
• Hands-on experience with engagement surveys, performance management cycles or talent review and succession processes.
• Exposure to productivity or process improvement studies is an advantage.
• Experience in cosmetics, personal care, FMCG or other manufacturing operations is strongly preferred.
• Working knowledge of the Philippine Labor Code and DOLE rules on hours of work, overtime and leave.
  
  
  

SKILL AND COMPETENCIES

Technical Skills:

• Advanced MS Excel (pivot tables, Power Query, XLOOKUP, what-if models).
• Power BI or Tableau; familiarity with HRIS and timekeeping systems. SQL, Python or R is an advantage.
• Statistics for HR data, including survey analysis, driver analysis and trend forecasting.
• Survey design and tools such as MS Forms, Google Forms, SurveyMonkey or Qualtrics.
• Working knowledge of 9-box talent review, succession planning, competency frameworks and KPI design.
• Basic work measurement, process mapping and labor cost analysis.
  
  
  

Soft Skills:

• Strong analytical thinking and attention to detail.
• Clear written and verbal communication; able to present data to managers and executives in English and Filipino.
• High integrity and confidentiality in handling sensitive employee, survey and talent data.
• Business acumen and initiative; proactive in spotting improvement opportunities.
• Collaborative and comfortable working with production, operations, L&D and HR teams.
  
  
  

GROWTH AND DEVELOPMENT OPPORTUNITIES

This role builds deep expertise in people analytics, organization development and performance management, with a clear career path toward OD Specialist, People Analytics Lead and other advanced OD and HR roles within the organization.

WORK ENVIRONMENT

• Hybrid setup, mostly desk and computer-based analytical work.
• Occasional visits to production, packaging and warehouse areas for productivity studies and engagement activities, following plant safety, PPE and GMP hygiene rules.
• Occupational travel may be required for site studies, trainings or company events.
  
  
  

EQUAL OPPORTUNITY STATEMENT

Dermorepubliq is an equal opportunity employer and is committed to creating an inclusive environment for all employees.

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