Strategic Workforce Planning - Principal

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• Design and lead an enterprise-ready strategic workforce planning framework that enables leaders at both the enterprise and divisional levels to define, assess, and execute workforce strategies aligned to business priorities.

• Serve as a strategic partner to Human Capital Consultants and senior business leaders, assessing current and future workforce needs and co-developing plans thatleveragestrengths, address gaps, and mitigate risk.

• Influence and engage senior leaders and cross-functional stakeholders to align workforce strategies with organizational goals, ensuring buy-in for talent initiatives and long-term capability development.

• Facilitate strategic workforce planning sessions and executive working forums, aligning stakeholders around business assumptions, external labor market dynamics, and future workforce scenarios.

• Analyze internal workforce data, labor market trends, and business forecasts toidentifycritical capability risks, talent surpluses or shortages, and opportunities for strategic intervention.

• Partner with finance to align with the budgeting and forecasting process as well as develop and deploy resources to support leaders.

• Collaborate with internal workforce analytics teams to support planning and decision-making.

• Translate complex analyses into compelling narratives, recommendations, and executive-level materials, enabling leaders to take decisive action.

• Work across HR to incorporate workforce planning insights into talent acquisition, workforce development, talent enablement, and broader HR strategy.

• 7+ years of experience with design and implementation of strategic planning, HR strategy, talent management, organizational design, ora related discipline. Strong preference for candidates with at least three years of strategic workforce planning experience.

• Experienceinworkforce planningeffortsacrossdifferent business divisions/corporate areas, ideally in a large, complex organization.

• Deepknowledgeofvariousworkforce planning technologies and the ability tospot trends andinterpretworkforce data, market dynamics, and business forecasts.

• Strong skillstranslatingworkforceanalyticsintoclear, actionable insights that influence executive decision-making.

• Demonstratedability tounderstandandmake recommendations aroundworkforcecost, capacity, anddeliverytradeoffdecisionsin constrained environments.

• Proven successoperatingin regulated, risk-aware, or highly scrutinized environments (e.g., financial services, government-adjacent, healthcare, defense).

• Experiencepartneringdirectlywithsenior executivesacross differentbusiness divisions.

• Excellent interpersonal, communication, and stakeholder management skills.

• Financial and business acumen

• ABachelor’s degree in Human Resources, Business, Economics, Data Analytics, ora related field.

Target Pay Range: $175,

Business Acumen, Change Management, Consulting, HR Strategy, Organizational Development (OD), Portfolio Management, Process Implementations, Process Improvements, Strategic Management, Strategic Planning, Talent Management

Bachelor’s Level Degree

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For most roles, employees are expected to work onsite on a regular basis at their designated office location. In-office work cadence is determined by your manager. Proximity within a reasonable commute to your designated office location…