Manager, People Operations & Analytics at Delivery Hero

Singapore, , Singapore -

Full Time

Start Date

Immediate

Expiry Date

15 May, 26

Salary

0.0

Posted On

14 Feb, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Workforce Management, Labor Optimization, People Operations, Operating Model Design, Productivity Metrics, Attrition Reduction, Cost Efficiency, Stakeholder Management, Process Mapping, Implementation Playbooks, Performance Management, Compensation Design, Incentive Frameworks, Labor Compliance, Data Analysis, Scaling Operations

Industry

technology;Information and Internet

Description

Company Description foodpanda is part of the Delivery Hero Group, the world’s pioneering local delivery platform, our mission is to deliver an amazing experience—fast, easy, and to your door. We operate in over 70+ countries worldwide. Headquartered in Berlin, Germany. Delivery Hero has been listed on the Frankfurt Stock Exchange since 2017 and is part of the MDAX stock market index. Job Description 1. Workforce Operating Model Design & Governance Design and implement the regional operating model for Dmart frontline workforce management, covering all lifecycle pillars including hiring, onboarding, training, performance management, progression, compensation governance, and workforce communication. Define operational labor standards and workforce deployment models aligned with store productivity targets and service levels.de Establish regional governance mechanisms including operational KPIs, labor dashboards, performance cadences, and workforce cost monitoring with country Operations and local People teams. Standardize workforce practices across markets while adapting to local labor regulations, wage structures, and agency models. 2. Workforce Productivity, Stability & Cost Efficiency Own workforce performance metrics directly linked to store output, including productivity per labor hour, attendance reliability, attrition trends, and ramp-up speed. Quantify workforce cost drivers including hiring funnel efficiency, onboarding effectiveness, training investment, agency usage, and turnover replacement costs. Design and implement operational interventions to: Reduce early attrition (first 90 days) Improve picker ramp-up time Increase productivity consistency across shifts and stores Optimize staffing mix between fixed and flexible labor models Partner with store leadership to align workforce planning with demand volatility, peak events, and seasonal workforce scaling. 3. Frontline Workforce Implementation & Scaling Lead diagnostic-to-implementation programs across markets, including process mapping, pilot design, implementation playbooks, and regional rollouts. Ensure hiring channels, agency partnerships, and contract structures support operational flexibility and cost efficiency. Develop and deploy standardized onboarding and training frameworks focused on operational readiness, safety, and productivity outcomes. Establish training completion tracking and measure training impact through productivity, quality, and retention metrics. 4. Performance Progression & Frontline Talent Development Design transparent and operationally relevant progression pathways from Picker → Senior Picker → Store Leadership roles. Define eligibility criteria based on measurable operational performance, reliability, and leadership capability. Partner with store managers to identify high performers, succession pipelines, and promotion readiness. Implement structured performance improvement frameworks tailored to frontline operational roles. Develop engagement models suited for large, shift-based, blue-collar teams, ensuring accessibility, clarity, and motivation across diverse workforce segments. 5. Compensation, Incentives & Workforce Engagement Design and standardize productivity-linked incentive frameworks aligned with store performance and operational KPIs. Ensure compensation models balance productivity, fairness, compliance, and cost control across markets. Monitor fixed vs. variable pay mix and analyze correlation with workforce productivity and retention. Define scalable frontline communication structures including shift briefings, performance feedback loops, and workforce engagement mechanisms adapted to high-volume warehouse environments. Qualifications Experience 8–10 years of experience in operations workforce management, frontline labor optimization, or operations-embedded people operations roles. Strong experience managing large, distributed blue-collar or hourly workforce populations in logistics, warehousing, retail, manufacturing, or similar operational environments. Demonstrated experience designing workforce productivity programs linked to measurable operational outcomes. Functional Expertise Deep understanding of frontline labor dynamics including: Hourly workforce engagement and retention drivers Minimum wage structures, shift premiums, and overtime economics Agency and flexible labor models High-volume hiring funnel optimization Workforce scheduling and productivity management Large team communication and motivation strategies Labor compliance across multiple jurisdictions Proven experience building scalable operational processes and governance frameworks across multiple countries. Skills Strong analytical and data-driven decision-making capability, with ability to translate workforce metrics into operational performance improvements. Strong stakeholder management across matrix organizations including Operations, People, Finance, and local leadership teams. Ability to operate in fast-paced, high-growth, operational environments with strong execution ownership. Education & Languages Bachelor’s degree required; Master’s degree preferred. Fluent English required; additional regional languages are a strong advantage. Additional Information About the Opportunity This role sits within the Dmart Operations organization and reports to the Regional Dmart Operations Director. The People Operations Manager is responsible for designing, operationalizing, and governing workforce operating models that directly impact store productivity, workforce stability, and cost performance across Pandora’s Dmart network in 11 countries. Unlike traditional People or HR roles, this position is embedded in frontline warehouse operations, with full ownership of how workforce structures enable operational performance at scale. The mandate is to transform a decentralized picker workforce into a standardized, performance-driven operating model that improves retention, productivity, and labor cost efficiency. This role acts as the regional owner of the frontline workforce operating model — covering hiring frameworks, onboarding execution, training effectiveness, productivity governance, performance progression, and compensation structures — ensuring workforce strategy is directly tied to operational outcomes such as pick productivity, order accuracy, attendance reliability, and store throughput.

Responsibilities

This role is responsible for designing, operationalizing, and governing regional workforce operating models for frontline warehouse staff across 11 countries, focusing on hiring, performance, and compensation structures to drive store productivity and cost efficiency. The manager will own workforce performance metrics, implement operational interventions to improve stability and productivity, and develop progression pathways for frontline talent.