Strategic Workforce Planning Officer

• Suva-based position (Fiji)
• Attractive expatriate package
• Join the principal development organisation in the region

Description

The Pacific Community (SPC) is the principal scientific and technical organisation in the Pacific region, supporting development since 1947. We are an international development organisation owned and governed by our 27 country and territory members. In pursuit of sustainable development to benefit Pacific people, our organisation works across more than 25 sectors. We are known for our knowledge and innovation in such areas as fisheries science, public health, geoscience, and conservation of plant genetic resources for food and agriculture.

The OneSPC Transformation Programme is a multi-year initiative designed to strengthen SPC’s institutional readiness and resilience in the face of global and regional disruptions. Anchored under the Deputy Director General Operations and Integration Portfolio, the programme delivers measurable improvements through interconnected focus areas: People and Culture, Planning & Resource Allocation, Digital & Technology, and Sustainable Finance.

The role – Strategic Workforce Planning Officer will be responsible for leading, coordinating, and delivering strategic workforce planning initiatives that enable SPC’s institutional transformation and operational effectiveness. This surge support role is dedicated to managing and implementing workforce planning actions and related change initiatives over a 12-month period, ensuring alignment with the OneSPC Transformation Programme and SPC’s Strategic Plan (2022–2031). The Officer will drive collaboration across HR, ICT, Finance, and divisional teams, embed data-driven planning and integrated HR systems, and champion change management and capability building to support organisational resilience, agility, and future readiness.

The key responsibilities of the role include:

Lead the planning and implementation of Strategic Workforce initiatives

• Oversee the delivery of strategic workforce initiatives aligned with the OneSPC Transformation Programme.
• Coordinate inputs across HR, Finance, Divisions, and project teams to ensure effective planning and implementation.
• Manage change and adoption activities, including stakeholder engagement and communications.
• Ensure effective handover of workforce planning processes to operational teams with appropriate documentation and support plans.

Foster collaboration and institutionalise workforce analytics tools

• Build and maintain productive relationships with HR, ICT, Finance, and divisional teams to co-design and deliver workforce analytics solutions.
• Facilitate coordination and collaboration between central HR and divisional teams.
• Support engagement with governance groups and other committees as needed.
• Manage internal expectations regarding scope, timing, and resourcing of analytics initiatives.

Develop and implement change management and capability building

• Design and implement a change management strategy that builds understanding, ownership, and capability for workforce planning across SPC.
• Develop and deliver training, toolkits, and communication materials to embed workforce planning into divisional practices.
• Facilitate workshops, clinics, and leadership engagement sessions to overcome resistance and promote cultural alignment.
• Monitor feedback and adoption rates to drive continuous improvement.

Strategic alignment, foresight and inclusive transformation

• Embed the OneSPC pillars and SPC’s Strategic Plan (especially KFA 7: Transforming Institutional Effectiveness) into all workforce planning activities and deliverables.
• Lead the integration of future foresight, scenario planning, and risk analysis to ensure the workforce strategy is resilient, adaptable, and responsive to emerging trends and disruptions.
• Ensure that gender equality, disability inclusion, social equity, and environmental sustainability are systematically incorporated into the design, implementation, and review of workforce planning frameworks and initiatives.
• Drive knowledge management by capturing, documenting, and sharing lessons learned, best practices, and innovations in workforce planning, contributing to a culture of continuous improvement and organisational learning.

For a more detailed account of the key responsibilities, please refer to the online job description.

Key selection criteria

Qualifications

• A bachelor’s degree in a relevant field such as human resources, strategic workforce planning, organisational development or equivalent body of knowledge and experience.

Technical expertise

• At least 7 years of human resources or organisational development experience with a focus in workforce planning, organisational design, or strategic HR transformation, preferably in the Pacific region.
• Strong data analytics, scenario planning, and stakeholder engagement skills.
• Proven experience leading cross-functional projects in complex international organisations.
• Strong interpersonal skills and proven ability to coordinate across multi-site teams.
• Able to apply sound judgment in the context of assignments given.
• Ability to work self-sufficiently and self-motivate.
• Excellent computer skills (Microsoft Word and Excel).

Language skills

• Excellent English communication skills (oral and written) with a working knowledge of French being an advantage.

Interpersonal skills and cultural awareness

• Ability to work in a multicultural, inclusive and equitable environment.

Salary, terms and conditions

Contract Duration – 1 year – subject to renewal depending on funding and performance.

Remuneration – The Strategic Workforce Planning Officer is a band 8 position in SPC’s 2025 salary scale, with a starting salary range of 2,146‒2,683 SDR (special drawing rights) per month, which currently converts to approximately FJD 6,460–8,075 (USD 2,854–3,568; EUR 2,629–3,286). An offer of appointment for an initial contract will normally be made in the lower half of this range, with due consideration given to experience and qualifications. Progression within the salary scale will be based on annual performance reviews. Remuneration of expatriate SPC staff members is not subject to income tax in Fiji; Fiji nationals employed by SPC in Fiji will be subject to income tax.

Benefits for Staff in a position advertised internationally (EPAI) whose duty station is Suva – SPC provides a housing allowance of FJD 1,500–5,200 per month. Establishment and repatriation grant, removal expenses, airfares, home leave travel, health and life and disability insurances and education allowances are available for eligible employees and their eligible dependents. Employees are entitled to 25 working days of annual leave per annum and other types of leave, and access to SPC’s Provident Fund (contributing 8% of salary, to which SPC adds a 10% contribution).

Languages – SPC’s working languages are English and French.

Recruitment principles – SPC’s recruitment is based on merit and fairness, and candidates are competing in a selection process that is fair, transparent and non-discriminatory. SPC is an equal-opportunity employer, and is committed to cultural and gender diversity, including bilingualism, and will seek to attract and appoint candidates who respect these values. Due attention is given to gender equity and the maintenance of strong representation from Pacific Island professionals. If two interviewed candidates are ranked equal by the selection panel, preference will be given to the Pacific Islander. Applicants will be assured of complete confidentiality in line with SPC’s Privacy Policy.

Application procedure

Closing Date: 23 October 2025 at 11:59pm (Fiji time)

Job Reference: JM000904

Applicants must apply online at http://careers.spc.int/

Hard copies of applications will not be accepted.

For your application to be considered, you must provide us with:

• an updated resume with contact details for three professional referees
• a cover letter detailing your skills, experience and interest in this position
• responses to all screening questions

Your application will be considered incomplete and will not be reviewed at shortlisting stage if all the above documents are not provided. Applicants should not attach copies of qualifications or letters of reference. Please ensure your documents are in Microsoft Word or Adobe PDF format.

For international staff in Fiji, only one foreign national per family can be employed with an entity operating in Fiji at any one given time. SPC may assist on a case-by-case basis with submissions to Fiji Ministry of Foreign Affairs for their consideration and final approval. SPC cannot and does not make any guarantee whatsoever of approval for such applications to Fiji Ministry of Foreign Affairs and where an application is approved, the spouse or partner will subject to such terms and conditions as may be set from time to time by the Ministry.

SPC does not charge a fee to consider your application and will never ask for your banking or financial information during the recruitment process.

Screening Questions (maximum of 2,000 characters per question):

1. Describe your experience working in HR, especially in workforce planning or organisational development. What were your main responsibilities?
2. Have you used data or analytics tools to help with HR decisions? How did you work with other teams like Finance or IT to get things done?
3. Have you been involved in any projects where your organisation was going through change or transformation? What was your role and what did you learn?