Business Project Manager

Strategic Workforce Planning Expert
Job Summary
Educate leadership and those in the field on processes and requirements as it relates to strategic workforce planning. A blend of strategic planning and project management responsible for the planning management and execution of multiple projects that may encompass multiple disciplines in support of strategic priorities. Develops a highlevel strategic plan(s) ensuring their successful. implementation and ongoing execution; may investigate and evaluate initiatives consistent with longrange goals. Acts as a partner to business management formulating HR plans. Operates on a largely independent basis in a complex environment. May mentor provide guidance and direction or act in a subject matter expert capacity for less experienced staff.
Key Accountabilities
Leads the work to develop & enhance the Workforce Planning Toolkit (systems process tools & reports) that support functional regional & area workforce planning
May lead continuous improvement (CI) commitment and systematic CI efforts
Provides support to senior management in the formulation and implementation of longterm business strategy
Partners with HR and business unit leaders to develop immediate and long term workforce plans
Leads and facilitates the strategy update process development of organizational scorecards develops and participates in presentations for senior management and other communications as directed by senior corporate management
Facilities the integration and reporting of key organization performance measures for senior management of the organization and other senior Corporate leaders
Seeks data and input from throughout the organization on issues deemed critical by senior management; conducts associated analyses and develops consolidated status reports. Recommends next steps and ensures their implementation.
Keeps abreast of industry developments and competitor strategies that may impact the organization
Consult w/ executive leadership management & labor partners/leaders to address complex high level strategic workforce planning issues to include determining the workforce planning challenges & structuring the problemsolving approach.
Leads and facilitates the strategy update process development of organizational scorecards and creation of the business units annual operating plans.
Acts as liaison for various corporate initiatives including strategic planning human resources communication and regulatory initiatives and serves as an internal consultant to business units as required to support the overall strategy.


Qualifications
EDUCATION EXPERIENCE & COMPETENCIES (may vary depending on the discipline or organization)
Minimum: Bachelor degree in Human Resources Business Administration Finance/Accounting Management or related discipline required and 3plus years of professionallevel HR experience. Minimum of five (5) years of experience in data management and analytics within Human Resources Finance or related fields. Minimum of three (3) years of experience in project management
Demonstrated superior analytic and decision making skills
Proficiency in Microsoft Office applications sufficient to apply them with minimal instruction or guidance; this level of proficiency typically attainable through several year(s) of substantive experience with the applications. Strong Excel Skills and Power BI experience.
Preferred: Post graduate degree in an HRrelated discipline (business labor relations economics or similar) & HR experience encompassing a broad range of disciplines including lead or seniorlevel responsibilities or certification from a professional association within the HR discipline.
Proficient verbal written and presentation skills; communicates clearly with credibility and confidence.
Communicates effectively (verbally & in writing) with individuals at all levels inside and outside the Corporation.
Consulting and influencing skills consistent with the ability to build relationships and influence
Analytical & problemsolving skills consistent with the ability to identify key issues from a broad range of alternatives and recommend optimal solutions for various situations.
Ability to develop / coordinate crossfunctional work groups and projects yielding optimal outcomes.
Business & management acumen extending beyond the incumbents specific job enabling him to offer valuable insights recommendations or challenges to policies procedures & practices extending beyond the immediate scope of his job (this level of insight or expertise is typically not attained without several years of experience regardless of the level of educational attainment).
Broad understanding of power generation transmission distribution and regional power dispatch issues.
Ability to conduct effective & efficient meetings; manages meetings with optimal results.
Flexibility & the ability to work with shifting priorities; embrace new/evolving responsibilities.
Balances multiple demands from superiors and/or subordinates & peers in a positive and evenhanded fashion; displays a calm demeanor under pressure.
Initiates new ideas and approaches; challenges prevailing practices & approaches with reasonably sound alternatives.
Thorough orientation in customer satisfactiondriven business units and the ability to plan organize and manage with a Total Customer Satisfaction (TQS) focus.
Welldeveloped organization and planning skills (typically acquired through at least X years of experience).

Incumbents may engage in all or some combination of the activities and accountabilities and utilize varying combinations of the competencies cited in this description depending on the organization & role to which theyre assigned. This description is intended to describe the general nature & level of work being performed by incumbents in this job. It is not intended as an allinclusive list of accountabilities or responsibilities nor is it intended to limit the right of any supervisory or management representative to assign direct & control the work of employees under his supervision.