About the role
Workforce Strategy & Planning Partner with business, HR, and Finance leaders to align workforce strategies with business priorities and long-term organizational goals. Help leaders make informed decisions about where to invest, build, hire, redeploy, or redesign work to meet business goals. Develop scenarios, insights, and recommendations that help leaders make informed workforce decisions. Identify emerging workforce risks, opportunities, and market trends that may impact future capability needs. Enable internal mobility, redeployment, and talent marketplace strategies that increase workforce agility. Support programs that improve speed, quality, and effectiveness of workforce deployment decisions. Improve visibility into organizational health, talent trends, and capability gaps. Help create visibility into current and future workforce capabilities. Partner across talent, learning, and business functions to understand critical skills and evolving capability
requirements. Help create practical ways to understand what expertise exists today, what will be needed in the future, and where gaps must be addressed. Use skills and workforce insights to inform talent, hiring, deployment, and workforce strategies. Help people develop and evolve the expertise, tools, and ways of working needed to succeed in a rapidly changing environment. Partner with learning and talent organizations to design and scale workforce readiness programs. Promote a culture of continuous learning, adaptability, and growth. Evaluate the effectiveness and business impact of skilling investments and interventions. Lead strategic workforce initiatives across multiple stakeholders and functions. Influence senior leaders through compelling insights, recommendations, and business cases. Drive adoption of new workforce practices, tools, and operating models. Build strong partnerships across HR, Finance, Talent Acquisition, Learning, Analytics, and business organizations. Required Significant experience in people strategy, HR business partnership, people operations, talent management, organizational effectiveness, consulting, HR transformation, or related disciplines. Demonstrated ability to lead complex, cross-functional initiatives in a large, matrixed organization. Strong analytical and problem-solving capability with experience translating data into business decisions. Experience influencing senior leaders and navigating ambiguity in rapidly changing environments. Excellent communication, storytelling, and stakeholder management skills. Proven ability to balance strategic thinking with practical execution. Experience working across workforce planning, skills, learning, talent mobility, workforce analytics, or organizational transformation. Experience supporting digital, technology, AI, or business transformation initiatives. Knowledge of workforce intelligence, skills-based talent practices, and future-of-work trends. Experience partnering closely with Finance, Strategy, or Business Operations functions. Familiarity with workforce data, talent technologies, and analytical tools. Successful Workforce Acceleration leaders typically demonstrate: Business Acumen: Understand how talent and workforce decisions drive business outcomes. Systems Thinking: Connect business priorities, capabilities, talent, learning, and data into an integrated approach. Analytical Judgment: Use data and evidence to inform decisions and recommendations. Influence Without Authority: Build alignment across diverse stakeholders and priorities. Adaptability: Navigate ambiguity and continuously evolving business needs. Execution Excellence: Drive change, deliver results, and turn ideas into measurable business impact.
