全职 Manager, Organization - Workforce 工作, 薪水, JLand Group - JLG Federal Territory 公司招聘中 - Ricebowl

Company Description

JLand Group (JLG) is the Real Estate & Infrastructure arm of Johor Corporation, with a portfolio spanning data centers, logistics, integrated industrial developments, and townships. As a real estate strategic investor, JLG delivers end-to-end solutions that support a smarter and more sustainable future. The organization is committed to building digital-first, sustainable ecosystems that enable industry transformation. JLG focuses on creating long-term value and opportunities for partners, communities, and stakeholders. Team members join a forward-looking environment that emphasizes innovation, sustainability, and impactful development.

Role Description

1. Business-Linked Organization Design

Value Chain Optimization:

Audit the organizational structures of business pillars and enablers to remove bottlenecks to ensure efficiency and effectiveness.

Commercial Alignment:

Define and design agile pods that align talent directly to P&L outcomes rather than traditional functional silos.

Cost Efficiency:

Analyze "Span of Control" and "Organizational Layers" to optimize personnel costs without sacrificing speed or quality.

2. Strategic Workforce Planning & Business Intelligence

Labor Economics:

Build workforce models that correlate headcount growth with revenue benchmarks (e.g., Revenue per

Employee, HC Cost as % of Revenue).

Scenario Planning:

Develop 1, 3, and 5-year workforce "Stress Tests" to ensure the company remains agile during market fluctuations or interest rate hikes.

Position Criticality:

Map "Critical Value Creator" roles (the 5% of roles that drive 95% of the value) and design retention/growth strategies around them.

3. Performance & Success Metrics

OKR Architecture:

Define and implement dashboard of organizational health that tracks productivity metrics.

Post-Implementation Review (PIR):

Conduct formal audits 6–12 months after any restructuring to measure realized vs. projected cost savings or productivity gains.

Branding & Engagement Impact:

Track how structural changes affect our "Employer Brand" and retention of high-potential talent.

4. Executive Advisory & Leadership Partnering

Pain-Point Consultation:

Act as an internal advisor to Business Unit Heads. Diagnose whether a dip in profitability is structural,

a skill gap, or a misalignment of incentives.

Strategic Communication:

Present complex data to the C-Suite using business metrics rather than HR jargon.