Global Operations Workforce Planning Analyst

As the GO Workforce Planning Analyst, this role is a vital partner within the global organization. Key responsibilities include driving workforce planning and reporting processes to ensure that GO has the optimized organization by size, scope, cost and efficiency, that meets both current and future business needs.

Role Description

Co-develop and implement Global Operations workforce planning processes, for manufacturing sites, global and regional functions, GO HQ while utilizing our HR systems, best practices and frameworks
Integrate workforce planning processes with the organization’s broader strategic and financial objectives
Analyze the current workforce to manage GO HR KPIs, including: cost trends in labor cost, voluntary turnover, internal mobility, time to fill open positions.
Forecast workforce demand considering volume growth, emerging skill needs, competition benchmark (globally and in local markets), compensation gaps.
Plan and monitor the contractor’s workforce at the manufacturing sites as well as at the Global GO functions. To include: vendors, seasonal employees, service providers and ensure legal compliance, cost and contractors HC management.
Co-lead the GO HR work plan process. Engage with all GO sites and global functions to plan HC and labor costs according to company guidelines and business requirements. Ensure strong collaboration with Corporate C&B and with the relevant region’s HR and finance functions.
Lead the labor cost and HR component of GO projects such as Shuffle, GO 100 and more.
Manage GO positions budget, allocation, editing in alignment with company policy and guidelines.
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, Systems & Analytics, C&B , Finance, and IT to align workforce plans with hiring, training, and budget strategies

Experience and Qualifications

Education in economics, human resources or similar
4-5 years experience with 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
Experience with HR management systems (e.g. SAP SuccessFactors), , Workforce planning systems
Ability to translate data insights into actionable workforce strategies and stories
Strong understanding of data governance standards and practices
Ability to operate at both a strategic and operational level within a complex matrix organization and manage diverse stakeholder relationships
Oral and written fluency in English