Senior Manager Workforce Planning

Core Responsibilities

1. Hires, evaluates, and supervises crew. Provides guidance and training as necessary to develop crew. Sets performance standards, reviews performance, and makes informed compensation decisions in accordance with all applicable Human Resources policies and procedures.

2. Leads the workforce planning strategy that includes insights from workforce analytics, human capital best practices, and business strategy. Directs the development and maintenance of tools and templates. Reviews, refines, and consolidates divisional workforce plans into an enterprise view that can be used to guide longer term workforce planning needs.

3. Directs the enterprise, divisional, and regional business consulting engagements and planning efforts to provide solutions and guidance on large scale transformation efforts. Deploys support for workforce planning engagements, based on business demand and resources.

4. Serves as a subject matter expert on workforce planning and provides advanced consultations.

5. Collaborates with human resources partners to determine opportunities to conduct workforce planning engagements. Identifies critical workforce segments, talent requirements, and potential new talent sources to support business goals.

6. Creates and maintains the analytic capability to inform workforce planning consulting and reporting efforts. Builds a strong understanding of external macro-economic and human capital data.

7. Develops relationships and acts as a liaison with shared service partners to present business leaders with a broader context for making human capital decisions.

8. Maintains an expert understanding of workforce management tools, techniques, strategies and practices. Surfaces trends and implements changes to develop a comprehensive workforce planning capability.

9. Conducts predictive modeling and "what if" scenario planning to assess the impact and return on HR initiatives and workforce strategies.

10. Analyzes future workforce needs in comparison with internal talent supply and external labor markets to identify potential gaps and inform intervention strategies.

11. Designs and refines workforce plans along with supporting talent strategies (e.g., buy vs. build model) aligned with organizational growth and capability needs.

12. Participates in special projects and performs other duties as assigned.

Qualifications

• Minimum of five years related work experience. Three years of workforce planning, consulting, or data analysis and reporting experience. Supervisory experience preferred.
• Undergraduate degree or equivalent combination of training and experience. Graduate degree preferred.
• Expertise in workforce strategy, analytics, scenario modeling, and strategic talent planning. Proficient in data interpretation, consulting engagements, workforce management tools, and translating business strategies into actionable workforce plans.