Manager, Workforce Planning Partner

Position

Manager, Workforce Planning Partner

Location

Tampa

Position Summary

A member of our People Services team, the Workforce Planning Partner is responsible for establishing a trusted relationship with Business Leads, Finance Leads and HR/TR Partners to understand organizational workforce strategies and plans during planning cycles (e.g. annual budget, projection forecasts, ad-hoc organizational changes).

Key Responsibilities

• Partners with Business Leads, Finance and HR/TR Partners to execute workforce planning actions against approved workforce plans
• Provides subject matter guidance on key elements of workforce choices, including selecting appropriate job profiles, locations, etc., along with financial budget implications of choices
• Builds business workforce scenario plan(s), including new positions, terminations, adjustments and transfers into the Workday HCM/HPA/Adaptive systems and shares budget implications with the Business, Finance and HR/TR Partners to progress workforce planning activities
• Aligns with Business, Finance and HR/TR Partners on finalization of workforce plan and facilitates approval process
• Proactively partners with HR/TR Partners and Total Rewards teams to ensure all required job profiles exist within Workday and are available during workforce planning process
• Ensures the integrity of all structural elements that enable quality workforce data (i.e. Supervisory Organizations, Company-Location structures, etc.)
• Provides advanced operational, analytical, and advisory support for complex employee data management needs.
• Manages the execution of broad organization changes, inclusive of mass hiring, M&A Integrations and/or workforce reduction events.
• Ensures all data restructures and worker exits from the company are performed in line with global design and in accordance with local regulations.
• Understands business structure requirements and create solutions to manage significant restructurings or workforce changes, including reductions that lead to separations from the company.

Qualifications & Experience

• Degree required
• Advanced Human Capital Management (HCM) technical skills; able to manage systems processes to achieve desired functional needs
• Workday HCM module or SAP HR experience required, preferably four to five years as a Compensation Analyst or HR Operations/Employee life cycle transactions process performer in one of the systems
• Advanced excel and data reporting skills; understands technical capabilities for report generation from tools like Workday and SAP
• General knowledge and understanding of HR policies, processes and Regional Employment Laws
• Ability to understand key elements of workforce budgets
• Ability to accurately collect information in order to understand and assess the clients’ needs and situation
• Previous experience working in a fast-moving environment which is both complex and changing.
• Previous experience working in a multi-cultural/multi-country work environment
• Previous experience working in a shared services environment preferred
• Prefer HR specialty certification to demonstrate theoretical understanding and application of HR practices
• Strong verbal and written communication skills to interact with clients and HR Service Center team members