Global Workforce Planning & People Analytics Leader

Our Global People Team aims to deliver data and analytical insights to make timely business decisions. We are creating this new role to drive our goals around greater transparency and understanding of trends and insights on our workforce, and the ability to use those insights to drive workforce planning decisions.

This role is a significant step in this journey to reimagine and create the tools needed to achieve this goal, and the person in this role, partnering with the business and global people team, will help define a vision, lay out a work plan and roll up their sleeves to help us get this done.

All of this work will also align to the implementation of a new HCM and Finance system over the next couple of years, helping to enable and accelerate our efforts.

In this role, you will be responsible for developing and executing strategic initiatives that ensure the right talent is in place to meet our business goals. You will lead the function to collect, analyze, and interpret workforce data, enabling informed decision-making and fostering a culture of continuous improvement. Your role will involve collaborating with cross-functional teams to align human capital strategies with the company's overall objectives.

Key Responsibilities:

• Strategic Workforce Planning: Develop, implement, and refine workforce planning strategies that align with the company's short-term and long-term business objectives. Anticipate future talent needs based on market trends, business growth, and industry developments.
• Assess our current people analytics efforts and evolve based on aligned goals and objectives, including implementing ongoing senior management analytics and insights, providing direct access to analytics, ensuring we are meeting reporting compliance requirements, and delivering ad hoc reporting, where needed
• Establish workforce planning objectives by developing strategies and analyzing trends
• Take a business-focused approach, enabling and supporting our business leaders and Global People Team in analytics and insights.
• Partner closely with Resource Management teams, Finance, Business Leaders, and the Global People Team throughout.
• People Analytics: Gather, analyze, and interpret people data to provide insights into workforce trends, across our Global People Strategy components of Develop, Engage, Reward, and Attract, underscoring our commitment to diversity, equity, and inclusion. Utilize data-driven insights to identify areas for improvement and develop actionable recommendations.
• Develop and track key performance indicators related to the workforce planning process
• Analyze current workforce data and trends to identify potential gaps in talent
• Talent Acquisition and Management: Partner with the Centers of Excellence to use data insights to ensure the recruitment and onboarding processes are efficient and effective, identify skills gaps, and develop strategies for sourcing, attracting, and retaining top-tier talent.
• Develop and implement workforce planning strategies to ensure the organization has the right talent at the right time
• People Technology and Tools: Stay abreast of technology trends and tools, leveraging them to enhance workforce planning, data analysis, and decision-making processes. Lead the implementation of HR analytics platforms and tools to drive efficiency and effectiveness.
• Embrace a “product owner” mindset in both their leadership and in projects from request and requirements through configuration and roll out. They will bring change management practices, communicating thoroughly with experience and user adoption in mind.
• In partnership with your internal clients, build accessible reports, dashboards, and presentations to enable business decisions
• Focus on customer/user experience, and identify automation and process simplification opportunities to enhance and add value to how we work
• Change Management: Drive the adoption of workforce planning and people analytics initiatives across the organization. Effectively communicate the value of data-driven decision-making and inspire a culture of continuous improvement.
• Collaboration: Collaborate with people business partners, finance, resource management, operations, and other relevant departments to ensure that workforce planning strategies are integrated into the overall business strategy.
• Leadership and Development: Build the Workforce Planning and People Analytics function, including determining the current and future state of the team
  
  

Basic Qualifications:

• At least 10+ years of professional experience working on workforce planning and people analytics, including direct leadership experience with a team of analytics professionals, with a proven track record of driving strategic initiatives.
• A bachelor’s degree or equivalent work experience
  
  

Preferred Qualifications:

• Must have demonstrated experience as a self-starter with the ability to manage multiple work assignments and priorities with urgent deadlines, maintaining excellent customer service skills, while working in a fast-paced team environment.
• Proficiency in data analysis and visualization tools (e.g., Excel, Tableau, Power BI) to interpret complex data sets.
• Familiarity with HRIS systems and other HR-related technology platforms.
• Must possess strong written & communication skills along with high attention to detail
• Must have proven ability to manage large-scale initiatives, and can connect all relevant points to ensure seamless execution
• Must have proven ability to work cross-functionally.
• Knowledge and experience of HR outside analytics and systems including as an HRBP, compensation, or other CoE
• Proven ability to effectively manage and prioritize multiple competing projects and requests.
• Design thinking, problem-solving, and root cause analysis in solution building.
• Ability to communicate and break down complex topics to partners and customers outside of Technology.
• Ability to distinguish user requests from important customer challenges and prioritize accordingly.
• Working understanding of data privacy and other regulatory requirements
  
  

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