Strategic Workforce Planning - Principal
Playing an essential role in the U.S. economy, Fannie Mae is foundational to housing finance. Here, your expertise can help fuel purpose-driven innovation that expands access to homeownership and affordable rental housing across the country. Join Fannie Mae to grow your career and help people find a place to call home.
Responsibilities
- Design and lead an enterprise-ready strategic workforce planning framework that enables leaders at both the enterprise and divisional levels to define, assess, and execute workforce strategies aligned to business priorities.
- Serve as a strategic partner to Human Capital Consultants and senior business leaders, assessing current and future workforce needs and co-developing plans that leverage strengths, address gaps, and mitigate risk.
- Influence and engage senior leaders and cross-functional stakeholders to align workforce strategies with organizational goals, ensuring buy-in for talent initiatives and long-term capability development.
- Facilitate strategic workforce planning sessions and executive working forums, aligning stakeholders around business assumptions, external labor market dynamics, and future workforce scenarios.
- Analyze internal workforce data, labor market trends, and business forecasts to identify critical capability risks, talent surpluses or shortages, and opportunities for strategic intervention.
- Partner with finance to align with the budgeting and forecasting process as well as develop and deploy resources to support leaders.
- Collaborate with internal workforce analytics teams to support planning and decision-making.
- Translate complex analyses into compelling narratives, recommendations, and executive-level materials, enabling leaders to take decisive action.
- Work across HR to incorporate workforce planning insights into talent acquisition, workforce development, talent enablement, and broader HR strategy.
Requirements
- 7+ years of experience with design and implementation of strategic planning, HR strategy, talent management, organizational design, or a related discipline.
- Strong preference for candidates with at least three years of strategic workforce planning experience.
- Experience in workforce planning efforts across different business divisions/corporate areas, ideally in a large, complex organization.
- Deep knowledge of various workforce planning technologies and the ability to spot trends and interpret workforce data, market dynamics, and business forecasts.
- Strong skills translating workforce analytics into clear, actionable insights that influence executive decision-making.
- Demonstrated ability to understand and make recommendations around workforce cost, capacity, and delivery tradeoff decisions in constrained environments.
- Proven success operating in regulated, risk-aware, or highly scrutinized environments (e.g., financial services, government-adjacent, healthcare, defense).
- Experience partnering directly with senior executives across different business divisions.
- Excellent interpersonal, communication, and stakeholder management skills.
- Financial and business acumen.
- A Bachelor’s degree in Human Resources, Business, Economics, Data Analytics, or a related field.
Skills
- Business Acumen
- Change Management
- Consulting
- HR Strategy
- Organizational Development (OD)
- Portfolio Management
- Process Implementations
- Process Improvements
- Strategic Management
- Strategic Planning
- Talent Management
Pay
Target pay range: $175,000 - $239,000. Final salaries will generally vary within that range based on factors that include but are not limited to, skill set, depth of experience, certifications, and other relevant qualifications.
Benefits
This position is eligible to participate in a Fannie Mae incentive program (subject to the terms of the program). As part of our comprehensive benefits package, Fannie Mae offers a broad range of Health, Life, Voluntary Lifestyle, and other benefits and perks that enhance an employee's physical, mental, emotional, and financial well-being. See more here.
Schedule
For most roles, employees are expected to work onsite on a regular basis at their designated office location. In-office work cadence is determined by your manager. Proximity within a reasonable commute to your designated office location is preferred unless the job is noted as open to remote.