About The Role

Strategic Workforce Planning Analyst

Job Summary

Strategic Workforce Planning operates as an enterprise Center of Excellence with dedicated regional coverage. The Strategic Workforce Planning Analyst serves as the primary point of contact for workforce analytics, insights, and risk interpretation within an assigned region. This role uses common workforce planning frameworks, definitions, templates, and governance processes to support consistent, trusted, and actionable insights across the enterprise. The Strategic Workforce Planning Analyst will help co-author enterprise-level deliverables, including enterprise summaries, risk themes, and recommendations, in partnership with Strategic Initiatives Consultants and other HR partners using a common framework and materials.

Key Job Responsibilities

Serve as the workforce planning analytics and insights partner for an assigned region, interpreting local workforce trends, risks, and business context while collaborating across regions to support enterprise summaries, shared standards, and consistent workforce narratives.
Co-own workforce planning deliverables, including enterprise, Operating Company, and Business Unit summaries, key themes, commentary, and FAQs aligned to a common narrative structure.
Identify key workforce signals, connect them to business impact, and develop recommendations to support action, follow-through, and progress tracking.
Partner with Reporting & Analytics team to develop and refine workforce trends dashboards, including segmentation and “what changed” views.
Apply common workforce planning frameworks while incorporating local business context to support enterprise rollup, calibration, and alignment of risks, themes, and recommendations.
Reconcile differences across HR baseline data, staffing plans, and approved budget projections, documenting drivers, assumptions, and limitations transparently.
Support strategic workforce planning data, tools, and implementation efforts by identifying gaps, improvement opportunities, reusable materials, and training needs informed by partner feedback.
Collaborate with Strategic Initiatives Consultants and other HR partners to translate insights into practical actions and follow-through.

Job Requirements (Skills/Experience)

Bachelor’s degree in Analytics, Business, HR, Economics, Statistics, or related field (or equivalent practical experience).
5+ years of experience in people/workforce analytics, Financial Planning & Analysis (FP&A) analytics, consulting, or related analytical roles.
Demonstrated ability to convert data into executive-ready insights and narratives, not just reporting results.
Proficiency with BI and analysis tools (e.g., Power BI/Tableau, Excel); experience working with HRIS/Oracle HCM data strongly preferred.
Working knowledge of workforce metrics (e.g., headcount/FTE, vacancies, attrition/movement, hiring pipeline indicators, workforce segments).
Strong stakeholder management and communication skills; able to align HR, Finance, and business partners around a shared story and definitions.
Demonstrated ability to operate independently in ambiguous environments, create structure where none exists, challenge assumptions, and translate complex workforce issues into actionable business recommendations.

Preferred

Hands-on experience supporting workforce planning processes, tools, or planning cycles, including stakeholder engagement, adoption support, and translating insights into measurable value.
Familiarity with data governance practices (definitions, lineage, access controls, change control).
Experience with scenario-based thinking and workforce risk frameworks.

Additional Success Factors

Operates with a high degree of independence, ownership, and accountability.
Demonstrates intellectual curiosity and sound judgment when evaluating workforce trends, risks, and opportunities.
Influences decision-making through proactive communication, stakeholder engagement, and data-driven insights.
Continuously improves methods, processes, and tools to enhance workforce planning effectiveness.
Connects workforce insights to business strategy, performance, and enterprise outcomes.