Workforce Planner

We are hiring for a Senior ICT Specialist Workforce Planner - (APS6 Level)
for one of our Clients.

Role: Senior ICT Specialist Workforce Planner - (APS6 Level

Location of work: Canberra (first three months work fulltime onsite, thereafter work 3 days from office and 2 days from home each week)

Positions: 2 Positions; 1 is full time and another is contract

Contract duration: 09 months + 24 months

Security clearance: Baseline security clearance

Job details

Key duties and responsibilities

The Specified Personnel will be responsible for providing the following deliverables including but not limited to:

• Conducting workforce supply analysis by assessing existing workforce capability and identify underutilized/Overstretched resources and skill gaps.
• Developing and maintaining a branch level workforce demand plan by forecasting resourcing needs of both APS and contracted staff for upcoming and inflight ICT projects across the TOS branch;
• Developing and maintaining a program level workforce skills and capability matrix by mapping the current branch workforce against our required capabilities to inform hiring and training priorities;
• Developing and maintaining a program level workforce allocation schedule by mapping resources to specific projects, phases and timeframes, actively highlight resourcing conflicts, overlaps, and under/overcapacity periods;
• Developing and maintaining executive reporting packs and workforce dashboards for senior leadership showing resource allocations, upcoming shortages, contractor usage and vacancy risk;
• Provide insights to support resource prioritization and funding decisions.

Specified Personnel will be expected to transfer skills and knowledge to departmental staff and ensure appropriate documentation is stored in accordance with the Department's recordkeeping policy and practices.

The Specified Personnel will also be responsible for producing the following deliverables, including but not limited to:

• Resouces onboard and off boarding tracking
• Workforce planning toolkit and templates
• Resourcing review reports
• Work plans;
• Schedules.

All deliverables performed by the specified personnel must:

1. be performed or delivered promptly and without delay in accordance with the timeframes notified by the buyer from time to time; and
2. meet the assessment and performance criteria set out in any monitoring and performance assessment processes notified to the seller from time to time.

Technical skills

Power BI, Data Analysis, Forecasting, ICT resource identification and mapping.

About the team

The Program Services section provides program and project management to all Technology Operations & Support (TOS) Branch such as: - Coordinates and manages all new engagements. 'Senior Supplier' management of infrastructure components of external projects across the Department. - Delivery management services for Property projects including those related to on-site data/communications room to support property relocations, new buildings, building uplift or fit-out, district offices, ministerial offices, airports and seaports, and any other departmental and ABF sites. - Internal infrastructure capital projects.

About the project

The workforce planner role will assist with Program Services Program of work. This currently comprises of 130 active, scoping and future projects .

About the organisation

The Technology Operations and Support Branch (TOSB) plays a critical role in enabling the Departments digital capabilities by delivering and maintaining securable, and scalable ICT infrastructure and services. The branch supports the successful delivery of major programs and projects across the Department and its portfolio agencies, including critical systems at seaports and airports, management and operating of the Australian Secret Network (ASN), Customs Secret Network (CSN) and Departmental end user platforms.

Criteria

The buyer has specified that each candidate must provide a one page pitch to address all criteria specified. This is equal to 5000 characters.

Essential criteria

1. Workforce Optimisation level 3 - Strategically plan and manage the workplace environment to support workforce productivity and efficiency, and support cultural change

2. Workforce and Organisational Strategy Formulation level 3 - Develop workforce plans and programs in support of organisational strategies.

3. Workforce Analysis & Insights level 3 - Manage complex data analyses and workforce research/ experiments. Align requirements to organisational needs to draw and present relevant business insights to address organisational risks and needs.

4. Strategic Workforce Planning level 3 - Build the workforce planning function in the organisation. Develop the organisation's workforce planning capability. Drive workforce strategies within the organisation.

5. Occupational/Job Segmentation level 4 - Identifies critical objectives to inform workforce planning by identifying and addressing high risks/ gaps in future vs. current roles. Contributes expert knowledge across the organisation in relation to occupational segmentation.

6. Business Acumen level 2 - Implement workforce programs and activities in alignment with business priorities and strategies. Understand how the program impacts and interacts with other areas of the business.

Desirable criteria

1. Portfolio, programme and project support level 4 - Supports programme or project control boards, project assurance teams and quality review meetings. Takes responsibility for the provision of support services to projects. Uses and recommends project control solutions for planning, scheduling and tracking projects. Sets up and provides detailed guidance on project management software, procedures, processes, tools and techniques. Provides basic guidance on individual project proposals. May provide a cross programme view on risk, change, quality, finance or configuration management.

2. Risk management level 4 - Carries out risk management activities within a specific function, technical area or project of medium complexity. Identifies risks and vulnerabilities, assesses their impact and probability, develops mitigation strategies and reports to the business. Involves specialists and domain experts as necessary.

3. Stakeholder Engagement level 3 - Manage stakeholder engagement and cultivate partnerships with co-design, to support and facilitate workforce planning and strategy across the organisation.

The Next step is easy:
If you are interested, you may send an email to

Referral incentive program:
As always, we have the candidate referral incentive program through which you will get
$1000
for each successful referral after the successful selection and joining of the referred candidates.