Director Workforce Planning

Job Duties

• Aid in the creation and maintenance of workforce analytics dashboards focusing on headcount, attrition, span of control, internal mobility, time-to-fill, and labor cost trends.
• Collaborate with Finance to align workforce plans with the annual operating budget and multi-year strategic plan.
• Leverage HRIS, workforce management, and people analytics platforms to make data-driven decisions.
• Act as the enterprise HR lead for mergers, acquisitions, affiliations, and divestitures, from initial due diligence through integration or separation completion.
• Lead HR due diligence workstreams, evaluating target organization headcount, compensation structures, benefit liabilities, employment agreements, restrictive covenants, open litigation, and cultural considerations.
• Create and implement HR integration or separation plans, including workforce mapping, role harmonization, reporting structure design, and transition timelines.

Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• 5 years in an HR generalist, business partner, workforce planning, or organizational effectiveness role in a large, complex, matrixed organization.
• Demonstrated experience leading HR workstreams in mergers, acquisitions, or divestitures, including due diligence, integration, and separation planning.
• Proven track record in organizational design, including spans and layers analysis, restructuring, and change management.
• Experience developing and executing HR communications.
• Strong strategic thinking and business acumen; ability to translate enterprise priorities into workforce and organizational strategies.
• Advanced analytical skills; proficiency with workforce data, people analytics tools, and executive-level reporting (Excel, Power BI, Workday, Visier, or equivalent).
• Exceptional written and verbal communication skills; demonstrated ability to develop polished, audience-appropriate HR communications and executive presentations.
• Deep knowledge of employment law, WARN Act, ERISA, FMLA, ADA, and multi-state compliance obligations relevant to M&A and workforce change.
• High degree of discretion, judgment, and professional integrity in handling confidential information.
• Collaborative leadership style with the ability to influence without authority across complex stakeholder environments.
• Project management discipline; ability to manage multiple concurrent workstreams with competing deadlines and high executive visibility.
• Comfort operating in ambiguity, adapting to rapid change, and leading through organizational transitions.