Director Strategic Workforce Planning & Analytics

Role Summary

Director of Strategic Workforce Planning & Analytics leading the development and execution of global workforce planning and analytics. Partners with HR and business leaders to ensure the organization has the right size, shape, talent, skills, and capabilities to meet current and future business needs.

Responsibilities

• Co-develop and implement global workforce planning processes, systems, best practices and frameworks
• Integrate workforce planning processes with the organization’s broader strategic and financial objectives
• Analyze the current workforce to identify skills, capabilities, competencies, and potential gaps
• Forecast workforce demand considering business growth, emerging skill needs, and market trends
• Bring external perspectives on talent and skills to enhance workforce plans and talent supply strategies
• Drive insights to HR and business leaders through Controlling and People Analytics activities across the business units and in alignment with the strategy
• Apply predictive analytics to workforce data to anticipate risks (e.g., turnover, skill gaps) and create proactive talent plans
• Develop contingency plans for unforeseen workforce challenges
• Ensure compliance with data privacy and regulatory standards (e.g., GDPR, HIPAA where applicable)
• Partner with Talent Acquisition, Learning & Development, Finance, and IT to align workforce plans with hiring, training, and budget strategies

Qualifications

• Education in business administration, economics, human resources or similar
• HR leadership experience, with a focus on strategy, workforce planning, and analytics
• Proven track record of driving organizational change and implementing data-driven HR practices
• Strong expertise in workforce planning, headcount and cost of labor budgeting and forecasting, and predictive analytics
• Demonstrated ability to contribute to financial planning processes from a SWP&A perspective and align initiatives with Long-Range Planning (LRP) and Annual Operating Plan (AOP) objectives
• Advanced experience with HR management systems (e.g. SAP SuccessFactors), SAP BI, visualization tools (e.g. Tableau or Power BI), workforce planning systems (Anaplan, Visier, etc.), controlling tools (e.g. HFM) as well as MS Office
• Ability to translate data insights into actionable workforce strategies and stories
• Strong understanding of data governance standards and practices
• Extensive change management experience, particularly in managing large-scale, fast-paced projects
• Ability to operate at both strategic and operational levels within a complex matrix organization and manage diverse stakeholder relationships
• Oral and written fluency in English

Skills

• Strategic workforce planning
• People analytics and data-driven decision making
• Predictive analytics and risk assessment
• Change management
• Stakeholder management in a matrix organization
• Data governance and privacy compliance
• Financial planning integration and alignment (LRP/AOP)
• HR systems and data visualization tools

Education

• Business administration, economics, human resources or similar field