• You have successfully led a team implementing workforce strategy and planning in a diverse, multi-faceted business.  

• You led initiatives involving organizational transformation 

• You developed and presented workforce dashboards and insights (market trends, forecast, organizational diagnostics and benchmarks, etc.…) to senior leaders  

• You have experience with building predictive workforce and associated cost models, conducted skills and job analysis, and leveraged market intelligence as an input for dynamic workforce/talent planning.     

• You have implemented headcount governance processes including position management 

• You are comfortable with change and have strong change management experience 

• You’re familiar with balancing many activities simultaneously and have the agility to re-prioritize tasks as required 

• You’re not comfortable with the status quo but instead are constantly looking to improve outcomes 

• You have strong business acumen, analytical and the ability to think systematically and holistically 

• You have strong stakeholder management skills and a strong ability to influence 

You’ll make an impact by  

• Leading and executing multiple, large, complex projects plans by leading planning efforts; partnering with key stakeholders and driving end-to-end organizational design projects; providing recommendations steeped in internal and external data  

• Overseeing the development of a workforce strategy, focused on designing a workforce plan; consulting with cross-functional leaders to drive workforce validation and improvement strategies in alignment with enterprise objectives; evaluating initiatives for return on investment and consulting on potential outcomes; increasing accuracy of workforce forecasting for the annual operation plan;  

• Overseeing workforce planning projects by establishing priorities and goals; developing action plans; obtaining and allocating resources; monitoring progress toward project milestones; organizing, facilitating, and directing cross-functional meetings to share information, evaluate progress, and implement changes; developing, implementing, and analyzing metrics to measure project success; summarizing and evaluating project results; and communicating project status with key stakeholders and cross-functional partners. 

• Overseeing project execution by ensuring compliance with project procedures and guidelines; advising on, executing, and documenting organizational practices and company, legal, and regulatory policies and procedures; and evaluating and responding to issues and concerns regarding analytics practices and procedures.  

• Providing overall direction by analyzing business objectives and customer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices; analyzing costs and forecasts and incorporating them into business plans; determining and supporting resource requirements; evaluating operational processes; measuring outcomes to ensure desired results; identifying and capitalizing on improvement opportunities; promoting a customer environment; and demonstrating adaptability and sponsoring continuous learning.  

• Developing and implementing strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and succession planning; and leveraging the capabilities of new and existing talent. 

• Cultivating an environment where associates respect and adhere to company standards of integrity and ethics by integrating these values into all programs and practices; developing consequences for violations or non-compliance; and supporting the Open Door Policy.  

• Developing and leveraging internal and external partnerships and networks to maximize the achievement of business goals by sponsoring and leading key community outreach and involvement initiatives; engaging key stakeholders in the development, execution, and evaluation of appropriate business plans and initiatives; and supporting associate efforts in these areas. 

The above information has been designed to indicate the general nature and level of work performed in the role.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The full Job Description can be made available as part of the hiring process.