Strategic Workforce Planning Manager

ROLE PURPOSE

The SWP Manager leads the development and execution of Strategic Workforce Planning initiatives to ensure the organization has the right people skills and capacity at the right cost level to achieve its short- and long-term business objectives.

The SWP Manager partners with HR teams Finance and Business Leaders to forecast workforce needs identify gaps and design actionable plans that align talent strategies with organizational priorities.

KEY RESPONSIBILITIES

Workforce Planning:

• Develop and maintain workforce planning models and frameworks ensuring they are adaptable and aligned with organizational goals.
• Forecast talent needs based on business growth market trends expected attrition and strategic priorities and translate insights into actionable plans.
• Provide insights to optimize people costs by balancing skills levels required and location.
• Identify workforce risks (e.g. skill gaps attrition performance challenges succession challenges) and propose mitigation strategies to safeguard business continuity.

Data Analysis & Insights:

• Analyze workforce data to identify trends gaps and opportunities ensuring insights are aligned with business objectives.
• Provide actionable insights to HRBPs and Business Leadership to support evidence-based decision-making.

Process & Tools:

• Implement and optimize workforce planning tools and methodologies to ensure efficiency and scalability.
• Ensure data integrity and accuracy in workforce planning systems to maintain reliability of insights.

Reporting & Governance:

• Prepare regular reports and dashboards on workforce metrics and forecasts to provide visibility and support strategic decisions.

Stakeholder Collaboration:

• Partner with HRBPs Talent Acquisition & Talent Management Finance and business leaders to align workforce plans with budgets and operational goals.
• Facilitate workforce planning workshops and discussions.

Capability Building:

• Facilitate workshops and learning sessions to enhance understanding of workforce analytics.
• Provide ongoing guidance to apply SWP in operational and strategic contexts.
• Offer ongoing guidance on translating insights into workforce strategies and operational plans.
• Deliver training on system functionalities dashboards and reporting features.
• Build confidence in applying methodologies for scenario planning and workforce modeling.
• Understand and interpret workforce reports and dashboards.
• Build confidence in leveraging reporting tools for proactive management.

SKILLS & COMPETENCIES

Technical & Functional Skills

• Strategic Workforce Planning Expertise: Deep understanding of SWP frameworks demand/supply modelling scenario planning workforce segmentation and long-range planning methodologies.
• Advanced Analytical Skills: Ability to analyse large datasets interpret trends and translate data into actionable insights for decision-making.
• Forecasting & Modelling: Skilled in building and maintaining forecasting models scenario simulations and capacity planning tools.
• Workforce Cost Optimization: Experience evaluating workforce cost drivers optimizing skill mix balancing location strategies and designing cost effective workforce scenarios.
• HR Systems & Data Tools Proficiency: Strong command of HR analytics platforms workforce planning systems dashboards and reporting tools (e.g. HRIS BI tools).
• Process & Framework Design: Ability to define implement and improve scalable workforce planning processes across functions and geographies.
• Risk Assessment & Mitigation: Expertise in identifying workforce risks (e.g. skill shortages attrition capacity gaps) and designing appropriate mitigation strategies.