Strategic Workforce Planning Manager

Strategic Workforce Planning Manager (Remote)

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Position Mission
The mission of this role is to shape, lead, and embed strategic workforce planning as a core business capability, ensuring the organization has the right talent, skills, and structure to achieve its long-term business objectives. This position influences enterprise strategy through advanced workforce insights, close partnership with HR Business Partners (HRBPs) and senior executives, and proactive solutions to complex workforce challenges.

Brief Description Of The Position
Lead enterprise-wide workforce strategy, partnering with HRBPs and senior leadership to forecast future talent needs, address workforce gaps, and align organizational capability with business priorities. Leverage advanced workforce analytics and predictive insights to influence decision-making, drive talent strategies, and optimize organizational performance.

Activities And Responsibilities

• Develop, own, and continuously evolve long-term workforce planning strategies aligned with business strategy.
• Partner with C-suite and senior leadership to ensure workforce planning drives business transformation and growth.
• Embed workforce planning into enterprise planning cycles (strategic planning, budgeting, operational planning).

Collaboration with HRBPs and Business Leaders

• Partner with HRBPs to integrate workforce planning into talent, succession, and organizational design strategies.
• Translate business priorities into actionable workforce strategies at enterprise, functional, and regional levels.
• Facilitate cross-functional alignment between HR, Finance, and business leadership on headcount planning, skills forecasting, and workforce costs.

Advanced Analytics & Workforce Insights

• Lead advanced analytics, scenario modeling, and predictive forecasting to anticipate future skills, capacity, and talent requirements.
• Translate complex workforce data into actionable insights for executives and business leaders.
• Develop and oversee dashboards, reporting frameworks, and workforce models that inform enterprise decisions.

Talent Strategy & Future of Work

• Identify emerging workforce gaps and design strategies for talent acquisition, reskilling, and retention.
• Champion workforce agility and capability building in response to digital transformation, automation, and changing business models.
• Monitor labor market and industry trends to proactively advise leadership on risks and opportunities.

Operational Excellence & Governance

• Oversee workforce planning tools and ensure consistent, high-quality data inputs across the enterprise.
• Establish governance frameworks and processes for workforce planning, ensuring compliance with regulatory, privacy, and internal standards.
• Build organizational capability in workforce planning through training, frameworks, and best practices.

Key Performance Indicators (KPIs)

• Strategic Workforce Alignment: Degree of alignment between workforce strategies and business priorities.
• Forecast Accuracy: Precision of workforce projections and predictive models.
• Executive Adoption: Integration of workforce insights into C-suite and senior-level decision-making.
• Process Efficiency: Timeliness and cost-effectiveness of workforce planning processes.
• Talent Readiness Metrics: Availability of critical skills and talent pipelines to meet business needs.

Main Opportunities and Decisions

• Operates at the intersection of business strategy, HR strategy, and advanced analytics. Key challenges include anticipating disruptive workforce shifts, balancing cost efficiency with capability growth, and influencing executive priorities with data-driven insights. This role represents transformational leadership to guide the organization to be future-ready, agile, and resilient.

Key Relationships, Stakeholders & Interfaces (Internal & External)

• HR Leadership
• Business Leaders
• HR Business Partners (HRBPs)
• Finance and Controller
• IT
• Other cross-functional leaders as needed

Knowledge And Technical Skills

• Bachelor’s degree in Human Resources, Business Administration, Finance or related field; master’s preferred.
• 10+ years of experience in strategic workforce planning, HR strategy/consulting, partnering with HRBPs and Finance to align talent plans with business goals.
• Advanced analytical and forecasting skills (supply/demand, scenario modeling).
• Excellent executive communication and stakeholder influence skills.
• Proven ability to manage multiple portfolios and deliverables in a matrixed environment.
• Strong project/program management and facilitation skills with a track record of driving adoption.
• Strong attention to detail and data integrity; experience handling confidential information and adhering to compliance standards.

Languages

English: Fluent

Seniority level

• Mid-Senior level

Employment type

• Full-time

Job function

• Project Management and Information Technology

Industries

• Food and Beverage Manufacturing

Note: This refined description removes duplicate sections, extraneous boilerplate, and inconsistent headings to present a clear, job-focused specification. All content reflects the information in the original posting.

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