Explore and pick the best Human Resources Degrees in HR
What Does a Workforce Planning Manager do?
A workforce planning manager is someone who keeps companies running smoothly. They work with a company’s executives and human resource department to ensure the company employs the right amount of people who have the skills the company needs. Some positions may be easy to fill, while other job openings may be harder to find enough qualified people to hire. If staffing positions do not reach capacity, a company’s revenue may suffer.
A knowledgeable workforce planning manager can help a company determine its overall staffing needs and which positions need filling. If you are a strategic thinker at heart and would like to work in business, then this is an ideal management position for you to pursue. It requires a lot of communication between the human resource department and the front-line managers.
Before you enroll in a degree program, you should find out what workforce planning specialists do. Here is what you need to know about the job duties of a workforce planning manager and the job outlook for this position.
Related Resource: What is Workforce Diversity?
What is the Primary Role of a Workforce Planner?
Workforce manager is one of the top management positions in any organization. A workforce manager must be a highly experienced professional with excellent managerial skills. The entire reason that an organization hires a manager in charge of workforce planning is to align the company’s business plan with its workforce. The manager also has to address workforce issues within the company and predict future problems that the company may face. A talented manager can help an employer project staffing needs, respond to staffing needs quickly, develop job classifications, deploy staff to different departments, manage risk, and create a company culture.
Related Resource: Entry Level Human Resources Jobs
What Are the Common Job Duties of Workforce Planners?
Many companies make the mistake of hiring too many new people for some positions. Unfortunately, some employees hold jobs where they do not meet company requirements or qualifications. When such jobs become available, companies need to determine who to hire and how many people they need to hire. A workforce planning manager can help companies ensure that all employees meet their qualifications and that their profitability can increase through the effective utilization of employee labor.
Workforce planning roles and responsibilities include overseeing workforce practices and implementing new policies within the talent management department of an organization. While duties vary based on the size of the company and the industry that the company is in, most managers oversee similar tasks. Some of the job duties that you perform as a workforce planning specialist include:
• Forecasting staffing needs – A workforce planning manager has the task of developing a staffing strategy by working with the HR department and the executive management team. They develop accurate forecasts for near-term hiring needs and assess the skills new employees need to have. They also look at the current and projected job outlook and future competition for key positions within the company.
• Recruiting skilled applicants – Once the company executives analyze the data, the workforce planning manager can develop a detailed staffing plan. This plan will help match a job candidate with the most suitable jobs.
• Skill development through employee training programs – A workforce planning manager needs to develop training programs for the employees. These training programs can give employees the knowledge and capability to meet the specific goals of the company. Developing employee training programs allow the staff to understand how to work efficiently and effectively. The employees will know what activities they need to do to help the company achieve its goals. They will also learn new methods to make their work more efficient. Moreover, by continuing to train the employees, the company can achieve higher levels of productivity.
• Job fulfillment – One of the main responsibilities of management is to ensure the employees are productive while maintaining the quality of their work performance. There are several ways a manager can retain the excellent performance levels of the employees. Some ways to retain performance levels include developing employee training programs, improving workplace communication, resolving conflicts equitably, and implementing reward and compensation bonuses.
• Generating reports showing production volume to assess future and current needs – Employee production volume will determine hiring needs. Some of the factors to consider when forecasting the job outlook according to employee production volume include analyzing employee training programs, assessing current and future competition, and monitoring the skills of each employee. To create accurate forecasts, the workforce planning manager must consider the demand for qualified professionals. The demand for qualified professionals is likely to increase over time.
• Collection of data to improve business operations in one or more departments – Analyzing the types of open positions in key departments is necessary to help improve business operations. A workforce planning manager can develop a very accurate assessment of staffing needs by examining the current trends in each job category.
• Changing work schedules to optimize performance – Employee burnout reduces productivity and work quality. The workforce planning manager should implement various techniques to achieve a high level of productivity without creating employee burnout. A shift work schedule can help prevent burnout and improve productivity. The manager can develop a fair and functional work schedule that is flexible to meet employee needs. The manager can also allow some employees to work remotely to create a better work/home life balance.
• Identifying critical job titles and classifying jobs – A workforce planning manager is responsible for making sure a company hires the appropriate number of workers who have the necessary skills the company needs. They do this by identifying and hiring the workers who will most likely be a good fit for different job openings. This identification includes evaluating the skills of each of those workers and placing them in the right job categories.
• Reassigning workers to different jobs – It is important to ensure each worker has the proper training. When positions become available, the workforce planning manager can recommend reassigning these workers to fill the open positions. Then the company can hire new employees to continue to grow the business.
• Deciding when a job becomes obsolete – The way companies do business constantly changes. They look for ways to become more efficient by using technology to improve organizational effectiveness. A workforce planning manager can prevent job losses by creating training and continuing education assistance programs for employees. This assistance can help them learn the skills they need for new job opportunities.
• Hiring seasonal employees – The holiday season is a busy time for many companies. They need to hire additional employees to handle the increase in business. A workforce planning manager is responsible for ensuring a company can meet its staffing needs for anticipated increases in a seasonal business.
• Proposal of staffing plans and staffing budgets – Planning staffing needs and budgeting requires a workforce planning manager to provide the necessary leadership and guidance in the planning process. They help to formulate the staffing strategies and budgeting goals of a company. They are also responsible for guiding on implementing these policies. The workforce planning manager ensures that the goals are achievable, the company efficiently makes use of the resources, and all executives and employees are implementing the policies.
• Providing strategic advice to decision-makers – A workforce planning manager is responsible for creating and implementing strategic plans for the executives and employees of a company. The development of these plans takes into consideration the resources available to the company, the skill level of the employees, employee work performance, and the needs of the employees working in the various departments of the company. The strategic plans become the basis for the future direction of the company. The planning process also involves a lot of communication between the company executives, the employees, and the managers in charge of different departments.
How Do You Become a Workforce Planning Manager?
No day as a workforce planning manager is the same. If you want to become a workforce planning manager who helps to recruit and manage workforce talent, the first step to take is to earn a bachelor’s degree. It is best to major in business or human resources while you are working toward an undergraduate degree.
Once you have a 4-year degree in a business-related area of study, you should start to pursue an entry-level position in workforce talent management or HR. This position will give you the experience you need to take the test to become a Certified Workforce Planning Professional. Once you are a CWPP, you can network and land yourself a workforce planning manager position by showing that you can be competent as a management professional.
What is the Job Outlook for Workforce Planning Professionals?
Developing a strong and skilled workforce is the focus of many organizations. Since it is a focus, the job outlook in the workforce planning field is positive. The need for workforce planning managers will grow by up to 11% over the next 10 years, which is faster than average for all occupations. If you specialize in HR management, strategic planning, and employee development, you will be high in demand.
If you are ready to advance your earning potential, start by studying for a degree in business or human resources. Once you are qualified to work in talent management, show off your skills and get certified to work as a respected workforce planning manager.
Workforce planning managers play an important role in staff planning, budget managing, and overall company operations. Their contribution can make quite a big difference to an organization’s ability to succeed. When you want to find out more about the job duties of a workforce planning manager, then do some research online or talk to someone in the field. It is sure to help you understand what their role is in the success of a company.
- Top 10 Best Online Master’s in HR Degree Programs (MSHR)
- How is Human Resources Involved in Workforce Diversity?
- What is Contingent Workforce Management?
- 20 Best Master’s in Human Resources (Campus-based)
- 20 Most Affordable Online Master’s in Human Resources
- What is a Talent Acquisition Specialist?
- What is a Contingent Worker?
- Resume Experts
- Search Jobs
- Search for Talent
- Employer Branding
Strategic Workforce Planning Job Description
Strategic workforce planning duties & responsibilities.
To write an effective strategic workforce planning job description, begin by listing detailed duties, responsibilities and expectations. We have included strategic workforce planning job description templates that you can modify and use.
Sample responsibilities for this position include:
Strategic Workforce Planning Qualifications
Qualifications for a job description may include education, certification, and experience.
Licensing or Certifications for Strategic Workforce Planning
List any licenses or certifications required by the position: SPHR, SWPP, HR
Education for Strategic Workforce Planning
Typically a job would require a certain level of education.
Employers hiring for the strategic workforce planning job most commonly would prefer for their future employee to have a relevant degree such as Bachelor's and Master's Degree in Business, Finance, Statistics, Human Resources, Economics, Business/Administration, Industrial/Organizational Psychology, Management, Science, Mathematics
Skills for Strategic Workforce Planning
Desired skills for strategic workforce planning include:
Desired experience for strategic workforce planning includes:
Strategic Workforce Planning Examples
- Microsoft Word (.docx) .DOCX
- PDF Document (.pdf) .PDF
- Image File (.png) .PNG
- Build the capability to provide a comprehensive forward-looking view of the business by incorporating workforce data from different source applications
- Provide insight into the key drivers, demographic shifts and policy developments that may affect the availability and cost of talent around the world
- Develop program and project plans, resource requirements and strategic analysis and research for business growth
- Lead operational work within the team, including oversight of budget, projects and other requests as needed
- Manage a team of analysts and ensure that all business needs employee development areas are being met
- Supports SWP team in the execution of full end-to-end workforce planning engagement, including the facilitation of stakeholder meetings, data analysis, and the creation of compelling presentation to communicate key findings
- Design and conduct complex quantitative & qualitative analyses to identify trends in workforce behaviors
- Develop project plans and timelines to support engagement efforts and assist in the smooth and thorough execution of projects
- Leading the design and implementation of strategic and workforce planning for a several thousand person organization, with guidance from the Vice President, but ultimately responsible to the CIO, CTO and Technology Senior Management Team
- Developing reporting, managing timelines, soliciting and coordinating input from across the Technology organization and our Business partners
- Bachelor’s Degree, preferably in Business and 5-7 years of work experience
- Requires effective written and verbal communication skills, detail orientation, and the ability to quality check own work
- Support senior government executives in the development of the organization's strategy around the current and future workforce
- Assist with the development, collection, analysis, and reporting of workforce, mission, and other external and internal data
- Translate data analysis findings and research principles into written documents, briefings and graphics
- Asses internal and external data, external factors and mission drivers to make recommendations regarding workforce planning
- Developing strategic insights that will support modernization initiatives and organizational growth
- Actual HC & LC variance follow-up and analysis vs
- Creates project deliverables and communicates across HR and business areas
- Serves as Program Director for Strategic Workforce Planning effort, inclusive of Executive Steering Committee Tollgates
- 5+ years of experience in strategic workforce planning or human capital strategy
- 2+ years of experience leading a workforce planning initiative
- A minimum 2 years of experience working on People Analytics projects
- 10+ years of relevant professional work experience, a majority of which in an HR or a strategy role
- 3 years of experience in executive reporting at the C-suite level
- Consistently demonstrates values of humble/hungry/smart
- Mobilize and measure the efforts around workforce planning goals, , partner with key stakeholders within the businesses and cross functional partners (eg
- Partner with HR Operations and Workforce Analytics and Compliance Center of Expertise to translate business requirements into meaningful information and metrics that can then be utilized to create compelling workforce stories that inform leaders and drive them to make strategic human capital related decisions
- Collaborate with senior leaders, HRBPs, Talent Management, and Diversity Leads to integrate workforce planning goals and to reconcile workforce plans vs
- Skilled at designing and implementing effective processes to drive results (can simplify complex processes
- 3+ years of experience within the workforce and/or business planning discipline, including direct experience with HCM metrics, benchmarking, data analysis, predictive modeling, headcount forecasting/budgeting
- Minimum of 8 years of financial modeling and analysis experience required
- Ability to manage uncertainty, complexity and competing priorities
- Master’s degree in O/D, HR, or I/O Psych preferred
- SWPP certification is a plus
- Accountable for the Strategic Workforce Planning process & portfolio for each business unit & at the enterprise level to identify synergies and themes across
- Facilitates strong partnerships with business leaders, data & analytics, and finance partners to ensure consistency & accountability for execution
- Understands the business strategy and uses as input into developing Strategic Workforce plan
- Consult with business & HR client partner to develop high level, long-term strategic workforce plan to proactively address key challenges by prioritizing emerging solutions, identifying phases of actions, articulating next steps & owners, KPIs and critical success factors
- Establish and maintain core strategic workforce planning metrics and relevant scorecards/tracking to contribute to the evaluation of the SWP process
- Partner with technology to leverage supporting tools & resources and data/analytics to identify data need for measurement around implementation strategy, metrics & dashboards, and effectiveness
- Solicit feedback from business leaders and HR to identify, recommend, and develop enhancements to strategic workforce planning process & methodology
- In depth knowledge and demonstrated experience in relational database theories and data warehouses required (ie
- Use strategic workforce planning to consistently define and build capabilities across the enterprise, including developing strategic workforce planning skills within his/her own team
- Use strategic workforce planning to inform HR strategy around recruiting, talent pipelines, enterprise resource strategy
- Experience in workforce planning preferred
- Deep understanding of applying data and analytics to business decision making
- Ability to synthesize complex data from various sources into meaningful conclusions
- Partners with Business Development, New Business, and Technology functional areas to identify future skills, competencies and pipeline needs required to meet future customer and program requirements
- Turns complex business requirements and new business efforts into executable plans to acquire workforce needed across a diverse set of industries
- Partners with Talent Development and Inclusion team on identified talent gaps to help determine solution opportunities
- Assists in aligning current internal Talent Resource and Acquisition teams to target talent gaps for pipeline growth
- Leading the HR M&A lifecycle from assessing opportunities through due diligence, integration planning and integration execution
- Ensuring we continually have the right structures and the right capabilities, at the right cost, needed to propel the growth strategies of the business
- Lead the development of a five-year strategic workforce forecast and plan including scenario planning, modeling, conducting environmental scan, performing gap analysis, and monitoring and evaluating workforce plan progress
- Conduct workforce planning analysis to determine what gaps exist between the current and projected workforce needs in the short-term and long-term in order to develop mitigation strategies
- Partner with OU leaders, Finance, and HR Business Partners to understand workforce requirements in terms of headcount, budget requirements, and skills now and in the future
- Prepare reports on workforce characteristics for key stakeholders related to specific job segments leveraging data analytics and internal/external workforce insights and trends
- Competent in using predictive analytics, statistical modeling, measurement, and forecasting
- Strong ability to structure documents to effectively translate analytics into a compelling story and communicate with senior management to drive alignment and decision making
- Deep understanding of how systems influence one another within a larger system
- Strong ability to directly and strategically influence executive-level leaders’ directions and decisions
- Ability to drive and accomplish business objectives
- Minimum of 4 years of financial modeling and analysis experience required with 2 years of in-depth knowledge and demonstrated experience in relational database theories and data warehouses required
- Assists in the preparation of recommendations to senior management concerning human resource policies and practices
- Own business function relationships and constraints/targets, with consulting on workforce changes, manage/adjusting needs throughout the year and leading annual planning
- Facilitate org design and resource planning discussions with performing data analysis, capacity/productivity modeling, scenario planning and building workforce plans in partnership with HR Generalist team
- Have big or total picture awareness of org changes and how impacts in one pyramid/business impact another with providing insights
- Support the enterprise capability models which include definitions and mapping
- Support capacity and productivity modeling
- Regularly solicit and analyze new data to aid in modeling and providing insight into org health
- Perform research and benchmarking (internal/external) on key capabilities to determine recommendations for workforce planning, Acquisitions or org design engagements
- Provide tools, industry trends, methods and best practices in managing org health that will help mature and grow the workforce planning capability
- Support the business unit leadership teams in strategic workforce planning in line with the function/business strategy
- Proven ability to sift through data, identify critical information, analyze, develop hypothesis and make recommendations to broader audiences
- Establish the site program strategy and execution plan
- Respect of regulatory requirements, external standards for quality, Engineering, HSE, and Sanofi Pasteur standards
- Budget adherence for OPEX and CAPEX
- The Project management Function will report directly into the director
- Act as part of the industrial affairs leadership team
Related Job Descriptions
Create a Resume in Minutes with Professional Resume Templates
I am an Employer
I am a candidate.
- Google Chrome
- Microsoft Edge
- Apple Safari
- Mozilla Firefox
Workforce Planning Manager
Common Purpose, Uncommon Opportunity . Everyone at Visa works with one goal in mind – making sure that Visa is the best way to pay and be paid, for everyone everywhere . This is our global vision and the common purpose that unites the entire Visa team. As a global payments technology company, tech is at the heart of what we do: Our VisaNet network processes over 13,000 transactions per second for people and businesses around the world, enabling them to use digital currency instead of cash and checks. We are also global advocates for financial inclusion, working with partners around the world to help those who lack access to financial services join the global economy. Visa’s sponsorships, including the Olympics and FIFA™ World Cup, celebrate teamwork, diversity, and excellence throughout the world. If you have a passion to make a difference in the lives of people around the world, Visa offers an uncommon opportunity to build a strong, thriving career. Visa is fueled by our team of talented employees who continuously raise the bar on delivering the convenience and security of digital currency to people all over the world. Join our team and find out how Visa is everywhere you want to be.
“Visa will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of Article 49 of the San Francisco Police Code.”
The Workforce Planning role will act as an internal consultant to HR leadership, Business leaders, HR Business Partners, Finance Business Partners and other key stakeholders regarding the implications of workforce analytics & insights. The team helps the business leaders to define and understand strategic objectives, and develop meaningful and actionable workforce plans and metrics to drive workforce decisions.
Workforce Planning and Provide Strategic Insights • Support the end-to-end cycle of workforce planning from collection during the annual operation plan to tracking and governance and related forecast processes through effective design and data management, and reconciliation • Providing consultative work including insightful analysis to business partners to drive workforce related decision making • Partner with internal key stakeholders to understand workforce requirements in terms of headcount, budget, & skills needed now and in the future • Partner with University Strategy team to drive the Campus workforce planning process and provide consultative work to all business functions • Prepare summary reports for executive/business management reviews by function • Thoughtful evaluation, management and reconciliation of data with an emphasis on accurate and appropriate interpretation of data and to be able to identify potential issues and provide solutions
Data Analytics • Providing analytics and interpret results to support the business decision involving internal labor modeling, location strategy, organization workforce design, workforce competency modeling, etc. • Support development of benchmark and reporting dashboards including structural ratios (hiring and other business volumes and metrics) • Execute timely analysis while managing multiple competing priorities
Job Requirements: • Advanced skills in MS Excel and Access or other database application, and strong skills in MS PowerPoint and Word. HR Workday experience highly preferred. • Solid understanding of people metrics with ability to explain the data insights to the business partners • Demonstrated experience modelling workforce trends and analytics, including the utilization of various forms of data analysis • Experience working with a variety of information systems and large and complex data files, analyzing file structure, using, and creating file layouts • Demonstrated analytic and data management capabilities and reporting presentation of complex data • Must be able to collaborate with multiple stakeholders as well as work independently • Strong communication skill with ability to present to different levels of business partners
Visa will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of Article 49 of the San Francisco Police Code.
All your information will be kept confidential according to EEO guidelines.
Share to WeChat
Copy the link and open WeChat to share.
Use Scan QR Code in WeChat and click ··· to share.
- Workstyle game
- Get free job alerts
Director, Strategic Workforce Planning and Organizational Enablement job
Description, company description.
Caring for the world, one person at a time, inspires and unites the people of Johnson & Johnson. We embrace innovation—bringing ideas, products and services to life to advance the health and well-being of people around the world. We believe in collaboration, and that has led to breakthrough after breakthrough, from medical miracles that have changed lives, to the simple consumer products that make every day a little better.
Johnson & Johnson Services Inc. is seeking a Director, Strategic Workforce Planning and Organizational Enablement. This position is located in New Brunswick, NJ.
Caring for the world, one person at a time has inspired and united the people of Johnson & Johnson for over 125 years. We embrace research and science -- bringing innovative ideas, products and services to advance the health and well-being of people. Employees of the Johnson & Johnson Family of Companies work with partners in health care to touch the lives of over a billion people every day, throughout the world.
With $76. 5 billion in 2017 sales, Johnson & Johnson is the world's most comprehensive and broadly-based manufacturer of health care products, as well as a provider of related services, for the consumer, pharmaceutical, and medical devices. There are more than 265 Johnson & Johnson operating companies employing approximately 135,000 people and with products touching the lives of over a billion people every day, throughout the world. If you have the talent and desire to touch the world, Johnson & Johnson has the career opportunities to help make it happen.
The Workforce Analytics team at Johnson & Johnson provides the insights and perspective on our employees and workforce that allow us to fulfill our mission of helping people everywhere live longer, healthier, happier lives. The Director-Strategic Workforce Planning and Org Enablement will assume a leadership role in the design and execution of an enterprise-wide strategic workforce planning framework and building analytics capability among BU HR community. This role will collaborate with BU HR and business leaders to quantify/prioritize critical talent needs that enable Johnson and Johnson to lead transformation and meet its long-term growth objectives
The Director, Strategic Workforce Planning and Organizational Enablement will:
- Provide thought-leadership in partnership with HR and business leaders to proactively identify the critical workforce requirements necessary to execute strategic business plans.
- Develop and implement an overall strategic workforce planning roadmap which effectively aligns industry best practices with the current talent position.
- Serve as a trusted advisor and subject-matter expert for all workforce planning activities across the enterprise. Continuously assess existing workforce plans to ensure practical business alignment and exhibit the ability to lead cross-functional teams in the design of alternative approaches.
- Lead and facilitate workforce planning initiatives including, but not limited to, critical role/capability identification, environmental scanning, gap analysis, risk analysis, and action planning.
- Applies a strong understanding of external macro-economic and human capital data and trends that may impact future structures and workforce composition
- Works together with change management team to develop programs to make BU HR organization more analytical, raising their analytics quotient and developing ROI of their talent initiatives
- Leads the team that manages workforce analytics tool for the enterprise
- A minimum of a Bachelor s degree is required; a Master s degree in Business Administration, Finance, HR Management, Industrial-Organizational Psychology or similar is strongly preferred.
- A minimum of 10 years of relevant experience in Organizational Enablement, with 2 years of experience in Strategic Workforce Planning required.
- Global experience is required.
- Project management experience is required.
- Strong Strategic Workforce Planning background with a record of delivering excellent results in a complex organization with an effective track record of deployment optimization is required.
- Experience leading major projects and change programs which impact an entire organization is required.
- Success in working effectively at senior management levels to impact and influence decision making is required.
- Experience developing and motivating a global team, as well as leading through organizational change is required.
- Change management, team leadership, and knowledge of factors that influence human behaviors and decision-making at the individual, group, and organizational level is required.
- Performance driven, but collaborative functional leader respected & respectful is required.
- Excellent oral and written communication skills, including the ability to organize and present information in a clear and concise way to a variety of audiences is required.
- This position is located in New Brunswick, NJ with up to 10% domestic/international travel required.
Johnson & Johnson Family of Companies are equal opportunity employers, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, protected veteran status, disability status, or any other characteristic protected by law.
Welcome to the EY careers job search site. This website is based on the SuccessFactors software provided by SAP. On this page, functional and optional cookies are used to improve your experience and design our careers site more user-friendly and in line with your needs. In this context, cookies from providers in third countries may also be used and data may be transmitted to providers such as social media services outside the EU. For this we require your consent. By clicking "Accept All Cookies", you agree to these. This also includes your consent to the transmission of certain personal data to third countries, including the USA, in accordance with Art. 49 (1) (a) GDPR. You can select your settings by clicking “Modify Cookie Preferences” to confirm your choices from the optional cookie tracking and selecting the required cookies required to remain on the site. You can change your selection at any time by clicking the link at the bottom of the page.
- Deutsch (Deutschland)
- English (United Kingdom)
- English (United States)
- Español (México)
- Français (Canada)
- Français (France)
- עִבְרִית (יִשְׂרָאֵל)
- Português (Brasil)
- Careers at EY
- What you can do here
- What it's like to work here
- How to join us
- Experienced jobs
- Student jobs
People Advisory Services - Strategic Workforce Planning - Manager (BC)
People Advisory Services - Strategic Workforce Planning - Manager
Our People Advisory Services (PAS) professionals assist our clients in successfully defining, implementing, and sustaining their people agenda. We provide our clients with a set of integrated services and offerings solving their most pertinent people-related business issues. Our core service offerings include strategic workforce planning, organisational design, change management, leadership development, cultural assessment and development, and talent management.
Driven by our deep understanding of HR strategy and operations, and our focus on innovation, PAS is best positioned to respond to the scale and complexity of the challenges our clients face, making us the trusted advisor of choice to our clients and creating more opportunities for our people.
To drive forward the growth of PAS, we are seeking experienced strategic workforce planning professionals to join our growing team in Dublin. We have positions at both Manager and Senior Manager level.
The successful candidates will be primarily focussed on client delivery. They will manage client engagements and provide best-practice advice to clients on workforce planning and/ or other relevant PAS service offerings where required. They will also be responsible for supporting the growth of the PAS practice in Ireland and generating revenue through business development.
Your key responsibilities:
In this role, you will be responsible for programme delivery, project management, business development and supporting the PAS practice. Key responsibilities include:
- Project/ Programme Delivery: leading, shaping and delivering PAS programmes of work. Operational responsibility and accountability for assignments and delivery teams. Senior contact and escalation point for the client leadership team.
- Generating profitable revenue: Selling major PAS programmes; acting as client relationship owner for designated accounts and growing these accounts; identifying opportunities and leading pursuits; building relationships with prospective future clients; developing and implementing innovative business development initiatives
- Developing and sustaining client relationships
- Working collaboratively with clients and developing a trusted advisor reputation
- Providing best-practice workforce planning advice and guidance to clients
- Shaping EY’s workforce planning service offering
- Managing more junior resources
- Providing and facilitating development opportunities for individuals at all levels in the practice
- Inputting into PAS’s strategy and annual plans
- Supporting recruitment
- Role model inclusive leadership to drive a leading people culture in line with EY values
Responsibilities, Qualifications, Certifications
Skills and attributes for success:
- Workforce planning skills, including demand and supply analysis, workforce sizing and shaping, developing actionable insights from workforce data
- Understanding of other core PAS services, such as organisation design, operating model, change and talent management
- Be professional, quickly establishing personal credibility and demonstrating expertise
- Demonstrate ability to support the development and growth of business
- Demonstrate knowledge of the region in terms of sector presence, existing networks, or relationships
- Have strong personal impact and resilience, and be able to influence and persuade clients and stakeholders to gain support for major changes and key decisions
- Take a practical approach to solving issues and gaining client agreement
- Be able to analyse complex problems and to deliver insightful, practical, and sustainable solutions
- Be skilled in facilitating and encouraging collaboration amongst team members, and capable of motivating teams to maximise performance
- Have experience of full project lifecycle from concept through to implementation
- Structure and manage projects or programmes of work which meet client expectations and mitigate any risks or issues
- Strong focus on achieving project / programme goals and objectives
- Be adept at overcoming issues and barriers
- Be up to date with key technical and functional skills, and with industry, business and leadership skills and knowledge - share this expertise with others
To qualify for the role, you must have:
- Experience of strategic workforce planning, either as a consultant or as part of an internal HR team
- 2+ years similiar experience
- Experience in building strategic workforce planning capability for organisations
- Proven track record of managing workforce related projects/ programmes through all phases of the project/ programme lifecycle
- Experience in a leadership role; managing teams and being accountable for delivery
- A proven track record of proactively managing stakeholders, including providing constructive challenge, influencing decisions, providing robust advice, delivering difficult messages, and managing performance issues, up to C suite level
- Demonstrated track record of building client relationships
- Ability to quickly grasp complex business problems and develop appropriate solutions
- Strong analytical capability primarily in the interpretation of data; comfortable working with and interpreting data and leading client discussions on same
Ideally, you’ll also have:
- An appreciation of data, systems and technologies used to drive strategic workforce decision making
- A primary degree and any post graduate degrees and professional qualifications are desirable but not critical
- Experience of working on projects gained working within a professional services firm, global consultancy firm and/or large private and/or public sector organisations
- Senior Managers: track record of strong business development in a professional services firm
What we look for
We have many clients from various sectors talking to us about how can they assess, attract and nurture individual talent engagingly in varying contexts.
We are looking for individuals who can demonstrate real impact within various areas of PAS for our clients. We require people who can build our service offerings, understand client needs, grow our internal capability, and connect effectively across our global PAS to maximise our global knowledge and experience in supporting clients to build their talent pool.
Who we are?
EY is committed to being an inclusive employer and we are happy to consider flexible working arrangements. We strive to achieve the right balance for our people, enabling us to deliver excellent client service whilst allowing you to build your career without sacrificing your personal priorities. While our client-facing professionals can be required to travel regularly, and at times be based at client sites, our flexible working arrangements can help you to achieve a lifestyle balance.
- Connect with us
- Our locations
- Legal and privacy
- Labor condition applications
Cookie Consent Manager
EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients.
When you visit any website, it may store or retrieve information on your browser, mostly in the form of cookies. Because we respect your right to privacy, you can choose not to allow some types of cookies. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.
These cookies are required to use this website and can't be turned off.
These cookies serve ads that are relevant to your interests. You may freely choose to accept or decline these cookies at any time. Note that certain functionality that these third parties make available may be impacted if you do not accept these cookies.
- Talent Management Overview
- 9 Box Talent Review Grid
- Best Behaviorally Anchored Rating Scale
- Skill Matrix
- Job Evaluation Methods
- Full Life Cycle Recruiting
- Human Resources Career Path
- HR Resume Examples
- HR Situational interview Questions
- HR Operations Interview Questions
- HR Operations Skills
- Human Resources Intern Overview
- HR Intern Resume
- How to Become an HR Intern
- HR Intern Job Description
- HR Intern Skills
- HR Intern Interview Questions
- HR Assistant Overview
- HR Assistant Cover Letter
- How to Write an HR Assistant Resume
- HR Assistant Job Description
- HR Assistant Salary
- HR Assistant Interview Questions
- HR Specialist Overview
- How to Write an HR Specialist Resume
- HR Specialist Skills
- HR Specialist Interview Questions
- HR Specialist Salary
- HR Specialist vs. HR Generalist
- HR Specialist Cover Letter
- Human Resources Administrator Overview
- HR Administrator Salary
- HR Administrator Job Description
- HR Administrator Resume
- How to Become an Human Resources Administrator
- Human Resources Administrator Skills
- HR Coordinator Overview
- How to Become an HR Coordinator
- HR Coordinator Interview Questions
- HR Coordinator Skills
- HR Coordinator Job Description
- HR Coordinator Salary
- HR Coordinator Resume
- HR Generalist Overview
- HR Generalist Career Path
- How to Become an HR Generalist
- HR Generalist Salary
- HR Generalist Job Description
- HR Generalist Skills
- HR Generalist Interview Questions
- HR Generalist Resume
- HR Generalist Cover Letter
- HR Generalist vs. HR Administrator
- HR Generalist Behavioral Interview Questions
- HR Manager Overview
- HR Manager Career Path
- How to Become a HR Manager
- HR Manager Interview Questions
- HR Manager Resume
- HR Manager Cover Letter
- HR Manager Skills
- HR Manager Salary
- HR Manager Job Description
- HR Specialist vs. HR Manager
- HR Operations Manager Overview
- HR Operations Manager Salary
- HR Operations Job Description Examples
- HR Operations Specialist Overview
- HR Operations Specialist Salary
- Senior HR Manager Overview
- Senior HR Manager Salary
- Senior HR Manager Job Description
- Onboarding Specialist Overview
- HR Onboarding Specialist Job Description
- Onboarding Specialist Interview Questions
- Onboarding Specialist Salary
- HRIS Analyst Overview
- HR Analyst Career Path
- HRIS Analyst Career Path
- How to Become an HRIS Analyst
- HRIS Analyst Interview Questions
- HR Analyst Job Description
- HR Analyst Salary
- HR Business Overview
- HR Business Partner Career Path
- HR Business Partner Skills
- HR Business Partner Interview Questions
- How to Become an HR Business Partner
- HR Business Partner Salary
- HR Business Partner Job Description
- HR Business Partner Resume
- HR Business Partner Cover Letter
- Google HR Business Partner Interview Questions
- HR Business Partner Behavioral Interview Questions
- HR Business Partner Model
- Senior HR Business Partner Overview
- Senior HR Business Partner Salary
- Senior HR Business Partner Job Description
- Human Resources Director Overview
- How to Become an HR Director
- HR Director Skills
- HR Director Interview Questions
- HR Director Salary
- HR Director vs HR Manager
- HR Director Cover Letter
- HR Director Resume
- Director of People Overview
- How to Become a Director of People
- Director of People Skills
- HR Executive Overview
- HR Executive Skills
- How to Become an HR Executive
- HR Executive Interview Questions
- HR Executive Job Description
- HR Executive Resume
- HR Executive Cover Letter
- VP of HR Overview
- How to Become a VP of HR
- How to Write a VP of HR Resume
- VP of HR Skills
- VP of HR Job Description
- VP of HR Salary
- Change Champion Overview
- Change Manager Overview
- Operational Change Manager Overview
- How to Become a Change Manager
- Change Manager Salary
- Change Management Interview Questions
- Change Manager Skills
- Change Manager Job Description
- Change Manager vs. Project Manager
- HR Consultant Overview
- HR Transformation Consultant Overview
- HR Technology Consultant Overview
- HR Consultant Job Description
- Performance Management Overview
- Employee Performance Metrics
- Performance Improvement Plan
- Onboarding Overview
- Employee Onboarding Checklist
- HRIS Systems
- Performance Management Software
- Employee Onboarding Software
- HCM Software
- HR Analytics Software
- Change Management Software
- Change Management Tools
- HR Analytics Overview
- People Analytics Overview
- HR Metrics Dashboard Examples
- Predictive Analytics in HR
- Employee Turnover Rate
- Employee Engagement Overview
- Employee Appreciation Ideas
- Employee Incentive Programs
- Team Building Activities
- Turnover Rate
- Employee Misconduct
- What is Employee Feedback?
- Positive Employee Feedback
- Employee Exit Interview Questions
- HR Training Overview
- Diversity, Inclusion, and Belonging Overview
- Inclusion vs Diversity
- Diversity and Inclusion Training Programs
- Diversity and Inclusion Mission Statement
- Diversity and Inclusion Discussion Topics
- Diversity and Inclusion Survey Questions
- Diversity and Inclusion Initiatives
- Discrimination Training Programs
- Best Sensitivity Training Programs
- Sexual Harassment Prevention Training Programs
- HR Certifications
- Human Resources Management Certification
- Diversity and Inclusion Certification
- HR Generalist Certification
- HR Business Partner Certification
- Diversity and Inclusion Certification Harvard
- Cornell University Diversity Certification
- SHRM Certification CP and SCP
- Strategic Human Resource Management Overview
- Organizational Design
- Leadership Development Plan
- Leadership Competencies
- HR Scorecard
- HR Operations
- HR Policies
- HR Audit Overview
- HR Audit Checklist
- Payroll Tax Holiday
- Flexible Benefits Overview
- Employee Assistance Programs
- Time Off Request Form
- Bereavement Leave
- Sabbatical Leave
- How to Calculate Fringe Benefits
- Fringe Benefits Examples
- Flexible Benefits Examples
- Disadvantages of Flexible Benefits
- How to Implement Flexible Benefits
- Benefits Specialist Overview
- Benefits Coordinator Overview
- Interview Appointment Letter Templates
- Verification of Employment Letter Templates
- Employee Handbook Templates
- Letter of Recommendation for Employee Template
- Termination Letter Templates
- Incident Report Template
- New Hire Paperwork Templates
- Exit Interview Template Examples
What is Strategic Workforce Planning?
Become a Certified HR Professional
Table of contents.
There is a shortage of skilled workers, making it difficult for companies to find the right personnel at the proper phase. It is a growing problem for many businesses, failing to meet revenue goals because of inefficient hiring processes.
According to labor market data, Joblessness was at 3.7 percent as of Sept. 2018, which is the least labor participation rate since Dec. 1969. While this is a boon for employees, it presents a significant challenge for HR departments and procurement departments responsible for finding the best talent for its long-term success.
It’s a good thing that the contingent workforce is booming because it has opened up new avenues for firms to obtain high-skilled workers. Businesses must implement strategic workforce planning to fill the gaps in their workforce.
If you’re interested in learning more about strategic workforce planning via video, then watch below. Otherwise, skip ahead.
The design of a process that anticipates present and future hiring needs is the basis of the strategic workforce planning model. It will ensure that your company has the resources necessary to achieve its business objectives.
Business analytics, financial data, workforce data, and input from Human resources and procurement teams can help you develop a workforce strategy that fits your long-term Future business objectives and ensures the long-term profitability of your firm.
A company with a consistent employment level across all departments, with the right talents in the proper roles, will result in more effective outcomes and a greater return on investment (ROI) if you use strategic planning.
How Can I Come up with a Workforce Strategy Plan?
There is no one-size-fits-all approach to developing an organization’s business strategy. It’s impossible to generalize a company’s demands, industry’s requirements, or workers’ expectations. Analyzing a company’s present staff can be used to detect potential gaps and address future demands.
The goal of strategic labor force Business planning is to ensure that your firm is not caught off guard by the altering demands of your personnel.
A managed service provider can provide a lot of value to most firms regarding strategic personnel planning. You may achieve long-term success with the support of an outsourced workforce strategy that incorporates new technologies, in-depth knowledge of the contingent workforce, and the acquisition of top personnel.
What are the Benefits of Strategic Workforce Planning?
It is easier to recruit the best people in your industry after implementing a strategic workforce strategy and identifying all present and necessary employees.
There are several advantages to developing and executing a strategic personnel strategy for your company. Among those highlighted by HCMWorks are the most critical:
Ability to Identify Existing Workforce Gaps
By analyzing the competencies of your present workers and workforce analytics, you may determine the current skill or resource shortfalls in your organization. This way, you can see where the skills gaps are between your existing workforce and what you’ll need to succeed in the future. Using this knowledge to find the best possible employees will assure your company’s success.
Potential to Create and Enhance the KPIs
Entrepreneurship is all about improving and managing those KPIs (KPIs). Data from your comprehensive workforce strategy may help you move ahead and guarantee that you’re improving metrics and accomplishing new goals with time.
If you have a well-thought-out strategy that considers both present and future demands, you may avoid the unexpected. In the long term, preparing for these difficulties will save your firm money and time.
The HR university offers detailed technical human resources certification courses that you can go through to learn strategic workforce planning in HR. Make sure to go through the table of contents and the course learning outcomes to get a brief idea of the outline we’ll cover in each course:
What are the Four Fundamentals of Workforce Planning?
Developing a strategic workforce plan is based on the below-mentioned four fundamentals.
1. The Consideration of Appropriate Individuals
The recruitment of new teammates is critical to certain firms’ success. It means that they will need to increase their personnel to handle their responsibilities.
Global borders are no longer an obstacle in today’s remote business environment, where top people can be found no matter where they reside. To identify the best employees, broaden your search outside your immediate neighborhood. Consider the following for effective consideration of appropriate individuals:
- A worldwide hunt for talent
- Factors that influence the number of workers needed
2. Possess the Right Abilities
It is essential to know what your firm needs from its employees to face future challenges and fill skill shortages. Achieving strategic competencies is possible by identifying the levels of experience that support strategic competencies. Find out about these pain points:
- Essential abilities that are required across the company
- The effect of your abilities on your company model and strategy
3. The Right Location and Timing
Continuous growth needs putting the appropriate people in the proper places and having positions to deploy them in to continue to expand. Ensuring that staff is spread around the organization in the most efficient manner possible is vital.
In addition, it implies that firms must define their business objectives to guarantee that they are employing team members capable of supporting current and future corporate goals and giving them a competitive advantage. Adapt the following tips for effective planning:
- Talent management distribution in a way that aligns with business requirements
- Modification of the hiring approach to achieve business goals
4. The Right Price
While hiring new employees, plan for indirect and direct expenditures such as advertising costs, interviewing time and new employee salary and benefits, and insurance and other fees.
Having a clear picture of these charges will help your team stay within their budget. As a result, it will guarantee that you’re paying for what you need and not overpaying for what you don’t need. Consider the following tips:
- Spend time focusing on ways to reduce the expenses associated with recruiting and retaining talented employees.
- Budgeting for both direct and indirect costs associated with employment
- It’s essential to keep your company’s demands in mind while allocating resources
- It would help if you built your strategic personnel planning on these concepts
- Coming up with a strategic workforce planning is a seven-step procedure
Once you’ve completed these stages, you’ll have the right potential to assemble a very influential group.
What are the Seven Steps in the Workforce Planning Process?
Here are the seven steps that assist you in drafting an effective workforce planning strategy:
1. Evaluate The Goals
One of the purposes of human resource talent management activities is to guarantee that your company’s objectives are attainable. A strategic workforce planning approach should begin with a review of short- and long-term company goals.
In this phase, having a business partnership and H professionals or specialists is not enough. The ideal individuals for strategic workforce planning activities are line managers, financial sector representatives, HR technology specialists, and business leaders.
2. Examine the Workforce Potential and Performance
After determining the current workforce, the next phase in the planning phase is to analyze the force. When assessing the staff, business executives must make sure that both the number and quality of employees are considered.
9 Box Grid allows you to examine the potential and performance of the workforce, and from it, you can analyze in a clear way which individuals need help, who are less skilled, and who are the star performers.
3. Find out Your Strengths and Weaknesses
For the future workforce, doing a skills gap study is essential. For example, a review of an employee’s talents may reveal when they intend to retire. Instead of hurrying to find a replacement for the leaving employee, a skills gap assessment would have given human resources enough time to plan.
4. Foresee Potential Future Problems
Having a well-thought-out strategy for the future gives organizations an edge in their field.
Company executives need to develop a strategic workforce plan that predicts future business challenges and provides specific strategies to solve them. Supply chain challenges and labor market concerns are two examples of workforce issues.
5. Create a Plan of Action
Action plans are developed after you establish the goals, study the workforce, and discover the gaps in skills. Recruitment and retention initiatives, organizational restructuring, and technological advancements, all are a part of this phase.
6. Put the Strategy Into Action
It is vital to ensure that the appropriate resources are deployed, roles are defined, and requirements are satisfied to carry out the strategy and accomplish business objectives. To determine the results, you’ll need to consult with HR professionals and upper-level management.
7. Test and Monitor the Strategy
Employee planning strategy changes as the demands of the company evolve. Keeping a close eye on your plan’s development and any possible concerns with the workforce is critical to ensuring its future success.
What are the Best Tips for Planning For A Successful Remote Workforce Strategy?
Strategic personnel planning helps firms adapt to the constant and unavoidable changes that take place in the workplace. And in moments of emergency, the current Covid-19 outbreak, which has already affected how people live and work throughout the globe, provides corporate adaptability. During the crisis, several companies began to allow remote work for the safety and well-being of their workers.
To make the workers more productive who can target organizational objectives, companies must change their business strategies to accommodate the remote work paradigm. These tips show how to succeed with Remote labor planning.
- Set up clear rules and guidelines for remote work. These should include information about the duties of each person, the organization’s and department’s aims and objectives, the influence on customers, and the results of each employee’s work.
- Make sure you hire the correct personnel for the task. ” The ability to work from the house isn’t suitable for everyone, so it’s crucial to figure out who is.
- Preparation is the key to a successful outcome. When issues develop, it’s critical to take action to avoid and resolve them.
- Ensure that goals and expectations are defined and that the company’s action plan is tested and monitored on a regular basis.
- Even more crucial than ever to distinguish your company in a manner that connects with talent and consumers in an ever-changing environment.
- Team engagement is essential to ensure that your employees are equipped to succeed, allowing your company to prosper. To maximize your organization’s potential, you must have a well-thought-out workforce strategy.
In short, we can say that strategic workforce planning is a technical process with which you assess the needs of your organization, goals, and objectives, and based on these targets, planning for what kind of workforce and strategies will go best so you can target your goals in the anticipated time. Successful organizations always think and plan detailed workforce strategies that allow such companies to target their goals faster. This article provides a complete guide on how you can develop a successful workforce strategy for your organization, along with some fundamentals and tips to consider.
If you are new to Human Resources and are looking to break into any HR Operations position, we recommend taking our HR Certification Courses , where you will learn how to build your skillset in human resources, build your human resources network, craft an excellent HR resume, and create a successful job search strategy that lands you a sought-after HR Operations job.
Published in What is Talent Management Management?
Please check your email for a confirmation message shortly.
Join 5000+ Technical Writers
Get our #1 industry rated weekly technical writing reads newsletter.
Your syllabus has been sent to your email
Strategic Workforce Planning Manager
Qonto Home Page
Operational Workforce Planning Manager at FIS (Jacksonville, FL)
- Support Workforce Planning technology roadmap; participate in requirements gathering, building, testing, and implementation for WFP technology initiatives (e.g., Workday Position Management and Adaptive Planning, Strategic Workforce Planning, Skills of the Future platforms/tools).
- Support the Workforce Planning component of our annual planning process in conjunction with Finance, Business leads, and HRBPs. Partner to conduct supply and demand analysis, business scenario planning, and forecasting. Regularly assess workforce planning models/projections to identify opportunities to improve accuracy of forecasts and dependent action plans.
- Enhance and maintain the Workforce Planning Toolkit with reference information, templates, examples, and other tools for workforce planning practitioners, HRBPs and key partners.
- Equip and support HRBPs to deliver WFP by developing communications, resources, and tools. Support communications and change management efforts such as building presentations explaining the workforce planning process for various audiences, including outside HR
- Building workforce plans with key partners across different business lines that allow us to provide exceptional, contextualized insights to our hiring needs and plans.
- A passionate Workforce Planning practitioner and evangelist
- 4+ years of experience in workforce planning/analysis
- 4+ years of experience in HR systems and HR analytics
- Workday Adaptive Planning (formerly Adaptive Insights) or similar workforce planning platform experience
- Advanced Excel Skills
- Very strong quantitative, analytical and problem-solving skills
- Very strong communication and persuasion skills
- Understanding of Job Management and Position Management Staffing Models and prior experience conducting workforce planning in a Position Management configuration.
- Experience building analytical models from multiple sources of data, dimensions, and perspectives (supply, demand, internal, external)
- Leverages deep knowledge of workforce planning methodologies, data sources, and best practices.
- Teaching others new processes, methodologies
- Ability to manage projects with stakeholders across multiple functions or businesses
- Data analytics and visualization experience
- Experience executing and delivering large operational projects and continual process improvement involving multiple cross-functional stakeholders
- Communication skills and experience explaining technical issues to different audiences.
- Solid initiative, driven self-starter; able to work independently and manage results.
- Visier or similar People Analytics platforms
- Change Management and/or consulting
- Statistics/statistical modelling, capacity planning
- Location Strategy
- Lead or management responsibilities; oversight for small team of workforce planning practitioners.
- Prior role at large-scale, global company with complex business units and corporate functions, including mix of matrixed and functionalized resources.
- Other Workday Products/Modules (Core HCM, Recruiting, LMS)
- Flexible and creative work environment
- Diverse and collaborative atmosphere
- Professional and personal development resources
- Opportunities to volunteer and support charities
- Competitive salary and benefits
Providing strategic advice to decision-makers – A workforce planning manager is responsible for creating and implementing strategic plans for the executives and
Strategic Workforce Planning Job Description · Proven ability to sift through data, identify critical information, analyze, develop hypothesis and make
Strategic Workforce Planning Manager jobs · Medical Director Outpatient. Valley Cities · Bridge Home Health and Hospice logo · Director, Organizational & Workforce
The team helps the business leaders to define and understand strategic objectives, and develop meaningful and actionable workforce plans and metrics to drive
Job Description · Provide thought-leadership in partnership with HR and business leaders to proactively · Develop and implement an overall strategic workforce
Role Description. Senior Manager Workforce Strategy and Planning. 1. Cluster. Transport. Agency. Sydney Metro. Division/Branch/Unit. People and Culture.
Job description · Workforce planning skills, including demand and supply analysis, workforce sizing and shaping, developing actionable insights from workforce
What is Strategic Workforce Planning? · 1. Evaluate The Goals · 2. Examine the Workforce Potential and Performance · 3. Find out Your Strengths and Weaknesses · 4.
Manage the performance and improvement of our current and future vendors. You will take over the responsibility for daily vendor operations, including
Partner to conduct supply and demand analysis, business scenario planning, and forecasting. Regularly assess workforce planning models/projections to identify