Strategic Workforce Planning Resume Samples

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A Beahan

Alta

Beahan

55492 Cathy Mountain

Chicago

+1 (555) 594 6540

55492 Cathy Mountain

Chicago

Phone

p +1 (555) 594 6540

Experience Experience

San Francisco, CA

Strategic Workforce Planning Analyst

San Francisco, CA

Predovic-Bogisich

San Francisco, CA

Strategic Workforce Planning Analyst

Comfort in a rapidly changing environment with competing and shifting priorities
Using Oracle Fusion and Learning Management Systems to produce executive talent dashboards
Lean organization with increasing demand for more support in workforce planning
Linking data/metrics to financial ROI and business impact
Antiquated tools although a technology roadmap is currently being created
Writing draft reports and presentations for management
Providing information, insights and analytics that will be used to drive people investments and talent management decisions, and assess L&D program effectiveness

Philadelphia, PA

Strategic Workforce Planning Manager

Philadelphia, PA

Haley and Sons

Philadelphia, PA

Strategic Workforce Planning Manager

Develop and deliver accurate, strategy-focused and insightful reporting
Interact with key stakeholders to deliver an efficient and effective workforce plan including processes, reviews, updates, and improvements
Knowledge of Forecasting and workforce planning
Provide leadership to Workforce Management and Strategic Planning teams and create a culture of development and continuous performance improvement
Responsible for establishing and clearly communicating departmental strategy to management team while providing feedback regarding tactical operations for department including financial performance, budgeting, goal setting, and managing performance
Manage and monitor call volume and staffing data
Ensure the accuracy and timeliness of data entered by SWP team members

present

San Francisco, CA

Strategic Workforce Planning Senior Manager

San Francisco, CA

Williamson, Kirlin and O'Kon

present

San Francisco, CA

Strategic Workforce Planning Senior Manager

present

Define the future of IND BU organization by leading the strategic workforce planning process to support the BU’s strategy and associated growth plans
Engage with key stakeholders across the BU to understand the long-term strategic plan of the business and translate this into a clear and realistic workforce plan and actions
Develop strategies (Build–Buy –Borrow) and specific plans to close the talent gaps and prioritize investment in talent initiatives
Understand trends and risks in the labor market as well as demographic and workforce implications of our current employee population
Adapt quickly to globalization, technology and growth opportunities while developing diverse talent for the BU and for the Company
Work collaboratively, and communicate and manage change with key business leaders, HRBPs, OD&L and Talent Acquisition when developing workforce strategies and ensure execution plans are integrated into functional strategies
Support HR due diligence during M&A activities to ensure proper talent evaluation and develop consistent integration roadmaps

Education Education

Bachelor’s Degree in Business Administration

University of California, San Diego

Bachelor’s Degree in Business Administration

Skills Skills

Capability - Do we have the workforce skills/experience to achieve our long-term business strategy and goals?
15+ years of progressive experience and cross-functional knowledge of Human Resources, Organizational Development, or related field
Strong influencing skills
Strong project management skills
Demonstrated ability to build networks across the organization and drive human capital and talent development efforts
Ability to establish and maintain relationships and to effectively interact, negotiate, and influence staff in various levels of the organization including senior leadership·
Demonstrated ability to drive change initiatives
Ability to collaborate with executive leaders across BAE Systems to ensure that the long-term strategy of the company is being met through our use of talent and resources
Effective coaching skills and the ability to lead through influence not positional power
Ability to drive data-driven decisions with various audiences through pragmatic and business-responsive strategies

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Strategic Workforce Planning Analyst Resume Examples & Samples

Support enhancing current predictive tools and developing new predictive models that affect metrics such as turnover, engagement, performance, headcount, etc
Support business initiatives (employee survey, retention efforts, talent management, headcount needs, etc.) by studying past, present and future data and trends
Develop logic/concept by establishing statistical relationship between workforce variables and functional output
Work proactively on insight projects to formulate and evaluate hypothesis using data mining techniques. Report findings to operations team and assist in developing solutions
Develop Adhoc reports; provide consultation and data analysis support
Develop and present meaningful metrics, dashboard, and scorecards
Execute on analytical workflows (e.g., formatting data into usable forms/formats, data matching, data preparation, reporting, visualization) with minimal guidance
Quickly create clear and effective visual displays of quantitative information
Explain complex qualitative/analytical approaches to solving business problems, both through written materials and presentations, to business executives who may not have analytical backgrounds
Support analytical infrastructure, including vendor selection, approval, renewal and maintenance of installed software
Ability to quickly grasp complex business problems, develop a logical/rational framework for investigating the problem, identifies key assumptions and proposes and tests hypotheses, and develop creative solutions to such problems that leverage quantitative/analytical methods
Understanding of probability theory for use in decision making, including conditional probability, decision trees, real options, etc; understanding of sample design and hypothesis testing and knowledge of multi-variate statistics, such as generalized linear regression models
Comfort in a rapidly changing environment with competing and shifting priorities
Basic knowledge of statistics and modeling techniques with demonstrated experience
Advanced skills in data analysis, with demonstrated ability to collect data, analyze and provide insights from variety of data sources
Knowledge and experience in professional services organizations preferred
Advanced proficiency in the use of excel for high level data manipulation and model building, including the use of vlookup, pivot tables, goal seek and solver and any statistical software packages
Must be able to exercise good business judgment, but able to rely on guidance
Ability to work independently as well as on a team
Approximately 2-5 years of experience; experience in human capital analytics or similar business area preferred

Strategic Workforce Planning & Diversity Coordinator Resume Examples & Samples

In conjunction with the leaders of the Women’s Forum, the Coordinator will assist with developing strategy and programs for the Women’s Forum and coordinate meetings and events supporting the Women’s Forum’s initiatives. This includes coordinating client events, leadership dinners, and other activities as directed, all with a view towards furthering the firm’s strategic goals
The Coordinator will actively participate in the planning, development and implementation of projects supporting the firm’s overall diversity initiatives
The Coordinator will assist with analyzing attrition data, activity levels, and practice group workforce and strategic plans, as well as with reporting out on attrition statistics and retention efforts in order to support the firm’s strategic workforce planning initiatives
The Coordinator will assist in implementing short- and long-term initiatives related to strategic workforce planning, including internal presentations and reporting to practice groups, information sharing across firm functions, including across HR, and the roll-out of projects, such as the design and implementation of new processes and initiatives designed to support and enhance retention efforts across the firm
The Coordinator will interact with attorneys, staff, external consultants/vendors and organizations on the information-gathering and facilitation of external Women’s Forum-related activities and projects, including but not limited to presentations, implementation of internal diversity programming at Firm meetings, retreats, and orientations
In conjunction with the Marketing department, the Coordinator will prepare and coordinate the firm’s communication activities and initiatives related to strategic workforce planning and the activities of the Women’s Forum
This is a dynamic and evolving role, and other work-related duties will be assigned as the function develops
Experience within a law firm environment, ideally including experience working directly with attorneys and partners
Ability to establish credibility with Ropes & Gray partners and associates, to bring to bear the right mix of confidence, tact and persistence in working with the firm’s lawyers
Understanding of and experience with diversity and inclusion issues across the domains (gender, generations, disabilities, race, ethnicity, religion, and LGBT, etc.)
Strong project management and organizational skills and proven attention to detail
Ability to identify and solve problems, work independently, and take initiative
Willingness to roll-up sleeves and get things done
Ability to work with professional staff in a multi-office, global environment
Demonstrated ability to maintain strict confidentiality of the firm's internal and personnel affairs
Bachelor’s degree required, JD and law firm experience a plus
Two to four years of human resources and/or diversity and inclusion experience are preferred
Minimum of 2-3 years of relevant experience in a large law firm or professional services environment
Proficient in the use of MS Office (Outlook, Word, Excel, PowerPoint). Experience with social media and web based platforms is a plus
Candidate must have strong oral and written communication skills, have the ability to work independently and be highly motivated
Candidate must have proven problem-solving ability, be able to work on multiple projects simultaneously, and take responsibility for designing and implementing goals

Strategic Workforce Planning Senior Manager Resume Examples & Samples

Define the future of IND BU organization by leading the strategic workforce planning process to support the BU’s strategy and associated growth plans
Engage with key stakeholders across the BU to understand the long-term strategic plan of the business and translate this into a clear and realistic workforce plan and actions
Determine the critical roles, competencies and functions for successful strategy execution; assess current talent against those needs to identify gaps and opportunities
Develop strategies (Build–Buy –Borrow) and specific plans to close the talent gaps and prioritize investment in talent initiatives
Understand trends and risks in the labor market as well as demographic and workforce implications of our current employee population
Adapt quickly to globalization, technology and growth opportunities while developing diverse talent for the BU and for the Company
Work collaboratively, and communicate and manage change with key business leaders, HRBPs, OD&L and Talent Acquisition when developing workforce strategies and ensure execution plans are integrated into functional strategies
Support HR due diligence during M&A activities to ensure proper talent evaluation and develop consistent integration roadmaps
Partner with relevant internal interfaces to track and analyze key employment metrics, create a current workforce profile, and support implementation of reporting that optimize diversity analytics and workforce planning
Mobilize and measure efforts around workforce planning goals, and partner with key stakeholders (e.g. Finance) to ensure tracking and progress against financial and performance targets
Partner with internal C&B resources to ensure appropriate strategies and plans are in place to retain key talent
Proven success track in Human Resources, Strategy or Operational Management
Strategic thinking combined with strong execution skills; sound understanding of the business
Demonstrated influencing skills with strong ability to successfully manage key stakeholders and mobilize teams of people
Ability to balance of strategic vision with execution on short-term goals
Disciplined project management skills
Global mindset
Minimum 10+ years of professional working experience in HR environment preferred
Minimum 8+ years HR Generalist / HRBP related experience; breadth of HR knowledge and skills in variety of fields in international context preferred
Minimum 5+ years managerial experience preferred
Organization Design, Change Leadership, Talent Management and Organizational Development experience
Graduate degree in any field (degree in business administration or similar is an advantage)

Strategic Workforce Planning Manager Resume Examples & Samples

Develop and deliver accurate, strategy-focused and insightful reporting
Interact with key stakeholders to deliver an efficient and effective workforce plan including processes, reviews, updates, and improvements
Support strategic analyses of business needs and environmental trends in support of workforce strategy development and planning processes
Leverage change management and project management skills to effectively implement workforce management best practices to the enterprise
Knowledge of Forecasting and workforce planning
Provide leadership to Workforce Management and Strategic Planning teams and create a culture of development and continuous performance improvement
Responsible for establishing and clearly communicating departmental strategy to management team while providing feedback regarding tactical operations for department including financial performance, budgeting, goal setting, and managing performance
Plan future projections of staffing and infrastructure capacity needs and forecast resource growth based on the organizational and business goals
Manage and monitor call volume and staffing data
Analyze and interpret the information to make recommendations for adjustments to staffing levels to ensure service level requirements and financial efficiency measurements (to be done continuously throughout the day)
Ensure sufficient time is planned to support the business needs through training, individual representative development, team meetings, etc
Ensure the accuracy and timeliness of data entered by SWP team members
Analyze historical trends of contact distribution, AHT, contacts per hour, agent productivity, etc
Perform on-going analysis including tracking and analyzing performance by individual and by team and reporting actual performance to standards; analyze performance trends and impact on goal achievements
Communicate with management to aid in resolutions to issues affecting Contact Center personnel relating to staffing or scheduling
Responsible for reviewing and approving employee’s timecards
8-10 years of related experience in Strategic Workforce Planning/Production, including supervisory experience

Director Level Strategic Workforce Planning Manager Resume Examples & Samples

Manage staff, creating a strong team atmosphere. Conduct regular one-on-one meetings and provide guidance, training and motivation as necessary to develop staff. Hire, evaluate and counsel personnel. Follow corporate performance management procedures per established Vanguard standards as required. Set performance standards, review performance, provide feedback, and recommend wage increases in accordance with all applicable Human Resources policies and procedures
Develop a strategic approach to workforce management that combines insights from workforce analytics, human capital best practices and business strategy. Provide consultation on workforce strategy. Manage enterprise, divisional and regional business consulting engagements to support workforce strategy and planning efforts and provide specific solutions and guidance on large scale transformation efforts. Holistically review, refine and consolidate divisional workforce plans into an enterprise view that can be used to guide longer term workforce planning needs
Manage the deployment of the Strategic Workforce Planning Consultant(s), aligning them with appropriate engagements based on business demand and individual skills, experience and developmental opportunities. Coordinate with other OCS subject matter experts as necessary
Collaborate with internal HR partners (e.g., Talent Management, Vanguard University, Culture and Inclusion) to identify opportunities to conduct workforce diagnosis and design and refine HR solutions in line with integrated workforce plans. Develop strong relationships and act as a liaison with other Vanguard shared service partners (e.g., Finance, Legal, Compliance) to mitigate risk and link human capital and financial/budgetary data to present leaders with a broader context for making strategic human capital decisions. Collaborate with divisional workforce planning teams to better understand divisional and subdivision needs while providing appropriate support and insight
Create, maintain and evolve the analytics strategy that informs strategic workforce planning consulting and reporting efforts. Partner closely with the OCS Analytics function to inform the types of data and analysis that will assist with effective workforce strategy development and planning. Develop a strong understanding of external macro-economic and human capital data and trends that may affect the future Vanguard workforce and review findings and implications for business and crew with HRBPs and divisional leadership
Remain current on strategic workforce management tools, techniques, strategies and practices to provide effective and efficient consultative advice to business clients. Develop and maintain tools, templates and thought leadership to support workforce planning. Create the business case for new organizational and informational infrastructure (e.g., skills inventories, technology solutions, process enhancements, self-provisioning capabilities) to develop a comprehensive workforce planning capability at Vanguard
Actively support broader Talent management efforts. Identify critical workforce segments, talent requirements and potential new talent sources to support business goals. Work with Talent Management COE to inform programs and solutions to source, develop and retain key talent. Anticipate potential leadership gaps and advance the organization's ability to retain top talent by predicting attrition risk and identifying potential solutions
Collaborate with OCS Engagement Lead peers to monitor consultant performance, collecting and synthesizing feedback from clients. Identify individualized and team-wide opportunities for learning and development. Promote ongoing knowledge sharing and training
Participates in and/or leads special projects and performs other activities as assigned
Undergraduate degree or equivalent combination of training and experience. Advanced degree in a related field preferred
Minimum of five years progressive experience in one or more of the following specialties: workforce planning, consulting, financial analysis or data analysis
Experience working in a consultative capacity with senior leadership
Experience working in a global organization preferred
Understanding of HR policies and processes
Ability to develop and manage a standardized planning process that articulates strategic, tactical and financial goals, plans and dependencies
Strong analytical and problem-solving skills. Formal training in multivariate statistics preferred
Excellent relationship management and interpersonal skills
Excellent oral and written communication skills, including the ability to organize and present information in a clear and concise way to a variety of audiences
People leadership skills including mentoring, training and day-to-day management of direct reports

Strategic Workforce Planning Apprenticeeship Resume Examples & Samples

Data collection & consolidation from regional entities related to headcount & labour cost
Providing specific monthly headcount reports based on management/functional needs
Preparing various ad-hoc headcount reports bases on the HR system data
HR system (Workday) data quality review & follow-up with local entity HR teams
Running standard reports from the HR system & analysis of the data
Review of approval processes in HR system
Support of the new global HR system implementation with system testing & development and reporting enhancement
Support the team with other upcoming activities

Strategic Workforce Planning Analyst Resume Examples & Samples

Bachelor’s degree in Human Resources, Business Administration, Strategic Planning, Operations Research, Information Systems, Statistics, Industrial/Organizational Psychology, or equivalent. Master’s degree may substitute for 2 years of related experience
Experience in at least one of the following areas: workforce planning (external talent & business markets, current state capture, future state development and gap analysis), workforce forecasting, human capital research, developing and implementing talent strategies, learning and development, or management consulting
Experience leading project teams through complex change programs
Demonstrated ability to influence peers and senior leadership to implement solutions
Track record and passion for finding opportunities in the “white space” – work that enhances our workforce planning practice that may not be obvious or seen as valuable by others
Demonstrated critical thinking skills to strategically translate solutions into actionable plans
Experience running multiple projects simultaneously with overlapping deadlines
Ability to analyze and synthesize complex quantitative/qualitative data and research findings into easy to understand, actionable recommendations and strategies
Knowledge of statistics and/or building predictive analytic models
Highly effective communication and presentation skills - (e.g.: confident, clear and concise)
Demonstrated ability to implement HR programs
Ability to work either independently or in a team environment, depending on the task
Significant knowledge of business operations, management practices and principles, and human resources management trends and practices
Highly proficient in PowerPoint and Excel (e.g.: pivot tables, complex formulas, macros)

Strategic Workforce Planning Specialist Resume Examples & Samples

Analyze and interpret the information and financial efficiency measurements (to be done continuously throughout the day)
Produce SWP reports according to deadlines attendance, absence, intraday and ad hoc reports-
Maintains and updates the workforce management systems with daily exceptions
Ensure the accuracy and timeliness of data by working: time-off, schedule change, and other request types
Develops strong working relationships with other groups within the organization to ensure efficient and effective problem solving and issue resolution
Regular and predictable attendance is required
1-3 years of related experience supporting manufacturing, assembly or construction planning

Analyst, Strategic Workforce Planning Resume Examples & Samples

A degree in Statistics, Business Analytics, Mathematics or related field with strong analytics background preferably biased to extractive industry
Experience managing data
In-depth knowledge of manpower planning for portfolio management including development of portfolio management tools
Proven ability to get ‘buy-in’ and influence in a change management scenario
Ability to do complex analytical work at both a macro and micro level with a high degree of analytic accuracy as much of the information is provided to the senior management group
Expertise with presentation software and ability to build complex data driven packages
The work is complex in nature; the role requires initiative, tact, excellent communication skills, and the ability to build strong relationships
High degree of collaboration and team orientation required

Strategic Workforce Planning Consultant Resume Examples & Samples

Act as a liaison and strategist who understands and proactively addresses the workforce planning needs of the business in conjunction with the HR Business Partners. Collaborate with HR COEs to design and refine workforce strategies that are aligned with enterprise objectives and divisional business strategies. Collaborate with other VGI shared service functions (e.g., Finance) as necessary
Conduct both quantitative and qualitative analyses to produce recommendations to produce recommendations to solve divisional and enterprise workforce issues
Prepare and deliver presentations that synthesize large amounts of complex data and present relevant insights in a logical and concise manner
Assist in the organization, implementation and maintenance of human resources related data that might be required for workforce modeling
Contribute to the conceptualization and design of the scope, targets and objectives of the strategic workforce planning framework
Provide support in the development and maintenance of tools and templates to support workforce planning within the division and across the enterprise
Participate in and/or lead special workforce focused projects and perform other activities as assigned
An undergraduate degree or the equivalent combination of training and experience required. Advanced degree in a related field preferred
Minimum five years work experience with three years of related experience in statistical analysis, project management and/or data analysis and reporting
Experience in workforce planning and/or financial analysis and planning
Experience working in a consultative capacity with senior leadership strongly preferred
High professional standards for client service, confidentiality and quality of work
Strong conceptual thinking skills
Ability to effectively work independently and identify when to engage others

Strategic Workforce Planning Senior Analyst Resume Examples & Samples

Analyzing workforce data and developing responsive and innovative workforce strategies
Developing strong partnerships across the business to deliver workforce planning projects
Producing quality HR policy and workforce procedures and reports
Implementing workforce planning processes and tools
Experience in forecasting and workforce management modeling, statistical analysis, human capital analytics, data and trend analysis,
Advanced knowledge of Excel mandatory
Practical knowledge and application of predictive modeling and statistical methods – such as R and/or SAS,
Practical knowledge of SQL, database management

Strategic Workforce Planning Consultant Resume Examples & Samples

Bachelor's Degree in Business, Economics, Mathematics, Psychology (I/O Psychology, Sociology, Information Technology, or Hard Sciences with a focus on research and analysis
1+ years of relevant consulting or industry experience
Proven experience effectively prioritizing workload to meet deadlines and work objectives
Statistical analysis experience (use of statistical software such as SPSS, SAS, Stata, MATLAB, R)
Active TS/SCI security clearance

Senior Manager Strategic & Workforce Planning Resume Examples & Samples

Leading the design and implementation of strategic workforce planning capability, including tools and processes
Developing reporting, managing timelines, soliciting and coordinating input from across the organization and our partners
Ensuring high-quality analysis and presentation materials for senior management and stakeholders

Director, Strategic Workforce Planning Resume Examples & Samples

Lead complex analyses to forecast workforce needs and requirements that will contribute to the development of long-term talent strategies
Gather, analyze, and share internal and external data to identify economic trends, demographic shifts, and capabilities that will impact the demand and supply of talent
Apply advanced workforce planning techniques and tools (e.g., scenario modeling/planning, supply and demand forecasting, trend analysis, predictive modeling) to provide insight and recommendations on workforce plans
As requested, conduct SWP workshops and evaluate plans to further gap identification and solution identification
Provide detailed guidance and support to field HR leaders on ADP's SWP process, methodology, and tools
Actively cultivate an SWP community of practice to build broad SWP capability in HR
Identify, recommend, and develop enhancements to ADP's SWP process, methodology, and tools
Contribute to the evaluation of the effectiveness of SWP activity by establishing and maintaining core SWP metrics and relevant scorecards/tracking tools
Develop communications and presentations for key stakeholders (e.g., HR Leadership Team and Senior Leaders)
Contribute to enterprise-wide talent strategy development by reviewing BU/Function plans to identify common themes across ADP (e.g., shared needs, gaps, and solutions)
Consistent focus on strategy, thought leadership, diversity, inclusion, and ADP values
Lead special research projects, as appropriate, to build a deep understanding of ADP's workforce
Provide analytical expertise and support to other Global Talent & Learning practices and processes (e.g., Annual Talent Review, Competency Assessments)
5-7 years experience within the workforce and/or business planning discipline, including direct experience with HCM metrics, benchmarking, data analysis, predictive modeling, headcount forecasting/budgeting
Experience as an HR Generalist and/or external consultant preferred
Demonstrated expertise in creating and leveraging trend analyses and scenario models
Experience with the development of long-term headcount forecasts based on multiple data sources (e.g., financial, HR)
Expertise in creating a comprehensive workforce story by aggregating and analyzing data collected from various HR, Finance, and Business functions/systems
Demonstrated use of large data sets and statistical software (e.g., SPSS) to facilitate decision making
Experience working within senior HR and business leaders in a global and matrixed Fortune 500 company
Experience working with a forecasting software tool is a plus
Ability to connect internal and external workforce information, especially researching best practices and relevant global labor market data
Ability to understand and interpret the implications of business and financial plans on human capital needs
Advanced knowledge and expertise with relevant statistical software (e.g., SPSS) and Microsoft Office products (e.g., Excel, Access, PowerPoint)
Expertise in the development and utilization of predictive analytics and statistical modeling
Ability to translate workforce analytics into compelling insights and actionable recommendations
Executive presence; quickly establishes credibility as a trusted business advisor
Able to collaborate and align resources and efforts effectively across organization lines to accomplish results
Excellent communication skills (written and verbal) and ability to communicate complex concepts in a clear and practical way
Strong consulting skills with an ability to evaluate among a wide variety of solutions
Highly collaborative working style
Global perspective (knowledge and understanding of US and non-US environments

Strategic Workforce Planning Manager Resume Examples & Samples

Drive the development of a short-term and long-term divisional workforce planning roadmap ensuring alignment to strategic, regulatory, market, financial, disaster readiness and divisional goals
Analyze internal clinical and non-clinical workforce demographics and capabilities against external factors/expectations
Ensure the collection and quality of supply and demand data
Understand corporate workforce planning initiatives to help ensure HMM is aligned to broader talent and resource management plans
Support the development and deployment of divisional workforce strategy tools and applications
Align workforce planning solutions to divisional financial management, recruitment, and retention strategies
Maintain and review the status of gaps & overcapacity, and make recommendations to the business to drive continuous improvement and optimization
Provide staffing and subject matter expertise support for key projects and initiatives
Perform workforce planning market analysis, monitor industry and corporate trends, and determine the impact findings could have on the division
Develop a consistent process to keep HMM and HR business partners informed on roadmap milestones and performance achievements
Partner with divisional leaders to engage all associates within the division around workforce planning strategy and goals
Serve as a key operational contact for stakeholders across the division
Perform special projects as requested
Formulate workable solutions to complex challenges
Financial acumen and/or business analysts experience
Expertise in capacity modeling, workforce management tools, and operational planning methodologies
Excellent organizational, problem solving and communication skills for internal and external stakeholders
Leverage high levels of self-awareness, self-management, social awareness and relationship management
Ability to remain effective under stress, and respond to pressure in a manner acceptable to others and to the division
Must be able to exhibit strong change management skills
Demonstrate experience with measurement mechanisms and cost savings methodologies
Strong leadership skills and experience, including the ability to work cross-functionally
Proven analytical, planning, negotiation, and problem-solving skills
Must have ability to meet deadlines, foster excellence in a rapidly changing environment & understand urgency of operational situations
Ability to work independently and make sound decisions for all stakeholders
Must be results-oriented, and able to influence others to meet goals in positive manner
Knowledge of regulatory products and requirements preferred
Knowledge of NCQA, URAC, CMS and other accrediting agencies preferred
BA/BS degree in business, healthcare or related experience
5 - 7+ years of experience in Workforce Management
Ability to lead complex deliverables, initiatives, and represent the team through planning and leading operational/cross-functional teams

Strategic Workforce Planning Resume Examples & Samples

15+ years of progressive experience and cross-functional knowledge of Human Resources, Organizational Development, or related field
Strong customer service focus; demonstrated ability to understand the customers’ business, issues and needs, proactively responding to customer requirements and providing appropriate recommended solutions
Demonstrated ability to build networks across the organization and drive human capital and talent development efforts
Ability to establish and maintain relationships and to effectively interact, negotiate, and influence staff in various levels of the organization including senior leadership·
Proven track record of successfully leading and executing organization wide intervention
Ability to collaborate with executive leaders across BAE Systems to ensure that the long-term strategy of the company is being met through our use of talent and resources
Effective coaching skills and the ability to lead through influence not positional power
Skilled at designing and implementing effective processes to drive results (can simplify complex processes; knows what to measure and how to measure it)
Demonstrated ability to drive change initiatives
Ability to drive data-driven decisions with various audiences through pragmatic and business-responsive strategies

Strategic Workforce Planning Analyst Resume Examples & Samples

Periodic,quarterly and annual talent and performance management related reporting inclusive of Workforce Analytics by segment/function specifically focused on critical capabilities
Providing information, insights and analytics that will be used to drive people investments and talent management decisions, and assess L&D program effectiveness
Using Oracle Fusion and Learning Management Systems to produce executive talent dashboards
Writing draft reports and presentations for management
Managing policy and talent related documents for accuracy and relevance
2+ years’ experience in HR/Talent role required
Bachelor’s degree required; concentration in Mathematics, HR/Organizational Development, Technology or related field is preferred
Proven experience working in remote teams on conflicting project deadlines
Demonstrated ability to create management level reports and presentations
Experienced with process improvement and providing recommendations to overall data collection and reporting process
Knowledge of HRIS, Learning and Performance Management Software strongly preferred
Numerical and problem solving skills
Collaborative and team player
Self-motivated, eagerness to learn and to keep up to date with relevant industry trends and market conditions
Demonstrated ability to analyze and interpret data
Advanced in Microsoft Excel, Power Point and Word
SPSS knowledge

Director, Strategic Workforce Planning Resume Examples & Samples

3+ years experience within the workforce and/or business planning discipline, including direct experience with HCM metrics, benchmarking, data analysis, predictive modeling, headcount forecasting/budgeting
Demonstrated use of large data sets and statistical software (e.g., python, SAS, R) to facilitate decision making
Advanced knowledge and expertise with relevant statistical software (e.g., python, SAS, R) and Microsoft Office products (e.g., Excel, Access, PowerPoint)
Global perspective (knowledge and understanding of US and non-US environments)

Principal Strategic Workforce Planning Resume Examples & Samples

Develop the “north star’ and approach for how we do strategic workforce planning that includes identifying workforce models, the skills and capability with a 3-5 years lens, whether we will acquire or build the skills and capabilities, and where they will be located
Integrate with other groups and processes across the company to create a seamless approach for the businesses and functions to execute
Build capability to successfully execute in HR Business partners and other internal stakeholders
Provide deep thought leadership and strategic thinking in the areas of strategic workforce planning
Deliver continuous improvement in people frameworks and processes
Keep pace with evolutions in best practices in strategic workforce planning

Strategic Workforce Planning Consultant Resume Examples & Samples

Bachelor's Degree in Business or a related field
Experience in Workforce Planning
Strategic workforce planning experience and the ability to understand workforce challenges in a large organization
Experience working with a client to shape an organization
Active TS/SCI Clearance Required

Manager, Strategic Workforce Planning Resume Examples & Samples

Lead the design, development and implementation of TAFE NSW’s workforce planning policies, procedures and programs, providing strategic advice, expertise and operational advice on workforce planning to the Head of People, Strategy and Planning executive managers and business leaders
Develop robust workforce planning metrics to accurately measure and forecast the short and long term needs of the organisation in terms of future growth, working with key stakeholders to ensure that organisational workforce capabilities are being met
Conduct environmental scanning to identify potential risks to the establishment and implementation of whole of TAFE NSW and individual TAFE NSW Group workforce plans
Ensure risk assessments are undertaken on service delivery initiatives supporting TAFE NSW workforce requirements to enable the development of recommendations to minimise any contributing factors
Provide ongoing support to managers to develop their understanding and utilisation of workforce planning modelling tools and techniques in the development of workforce plans, ensuring regular reviews are conducted
Degree qualification in related field or extensive experience in workforce planning in a large organisation
Demonstrated experience in workforce metrics and analytics and management reporting
Attach an updated resume
Describe your experience in workforce metrics and analytics and management reporting. How did you ensure organisational consistency and data integrity?