Workforce Planning Consultant

Overview

Why AAA Life

AAA Life is a respected and trusted American brand that has been focusing on Life Insurance and Annuity Products since 1969. At AAA Life we have over 1.8 million policies where we take pride in earning the trust of our policyholders who understand our promise to be there for them – and their families – when we’re needed most. By joining the AAA Life team, you are joining a company that genuinely cares about helping each other, with a devotion to protect the lives of those around us.

We embrace a diverse, equitable, inclusive culture where all associates can feel a sense of belonging and use their unique talents and perspective to influence, innovate, motivate, and thrive.

How You’ll Work

Work Solution:
Remote

Relocation Eligibility: N/A

What You’ll Do

Operating within AAA Life’s core values and commitment to delivering a best-in-class member experience, the Workforce Planning Consultant is responsible for forecasting demand and capacity, optimizing staffing strategies, and monitoring operational performance within the Simplified Issue Sales Unit (SISU) contact center, with extended support for DSU (Direct Sales Unit) operations. The role is responsible for workforce strategy and staffing recommendations within the contact center(s), providing operational analytics, and outlining process optimization and continuous improvement opportunities.

This role aligns workforce planning with key business drivers, including direct mail marketing campaigns, to ensure service level attainment, operational efficiency, and cost-effectiveness resource utilization. The role partners closely with Operations, Marketing, Finance, and leadership to deliver data-driven insights and enable proactive decision-making through the following:

• Own and continuously improve forecast accuracy through ongoing validation of assumptions, trend analysis, and refinement of forecasting models.
• Create and maintain capacity plans that align staffing resources with forecasted demand, service level goals, productivity expectations, and budget objectives.
• Analyze workforce metrics including forecast accuracy, occupancy, utilization, shrinkage, schedule adherence, attrition, average handle time, and service levels to identify trends, risks, and opportunities.
• Evaluate resource capacity versus business demand and provide proactive recommendations to leadership regarding hiring, staffing levels, overtime, voluntary time off, cross-training, and workforce allocation.
• Recommend optimal operating hours, staffing models, shift structures, flexible work arrangements, and part-time staffing strategies based on customer demand, associate availability, and business objectives.
• Partner with Operations, Marketing, Finance, HR, and business leaders to anticipate workload impacts from new products, campaigns, organizational changes, and strategic initiatives.
• Consult with Operations leadership by translating workforce analytics into actionable staffing recommendations that balance customer experience, employee engagement, service levels, and financial objectives.
• Conduct scenario modeling and "what-if" analyses to evaluate the operational and financial impact of changing demand patterns, staffing assumptions, and business initiatives.
• Identify staffing gaps and recommend schedule realignments, hiring plans, shift bids, and resource optimization strategies to maintain service level objectives.
• Continuously evaluate workforce planning methodologies and forecasting assumptions, recommending improvements that increase forecast accuracy and operational performance.
• Partner with operational leaders to identify performance trends, operational inefficiencies, and process improvement opportunities using workforce analytics.
• Lead…