Director, Workforce Planning

Pilot Company•Knoxville, TN

13d•Onsite

About The Position

This Knoxville, TN-based senior leader role on the Talent team is dedicated to strategically aligning the organization’s workforce with its long-term goals through data-driven forecasting, workforce analytics, and proactive planning. Also serves as a strategic partner to the business who is responsible for establishing the strategic workforce plan that ensures the organization has the right people, with the right skill, and at the right cost, to achieve its long-term strategy. Develops long-term workforce strategies; forecasting staffing needs, analyzing workforce data to identify trends and gaps, and collaborating with HR, Finance, and Operations leaders to drive decisions on issues like talent gaps, succession planning, and operational efficiency. Develop methodology for strategic workforce planning and approach to scale, to include scenario planning; train HR business partners assist with conducting strategic workforce planning methodology Defines and develops a comprehensive workforce plan to align the business with the organization’s long-term goals Develops and integrates strategic workforce planning output into broader talent strategies to assist with build, buy, borrow, or BOT talent, to include recruitment, training, development, internal mobility, and labor optimization. Oversees a manager and team of analysts who analyze current and future workforce needs, identify skill gaps, strengths, and weaknesses, and forecast future talent needs Develops and implements a skills framework and AI-based talent marketplace to identify team members’ skillsets and align them to best-fit roles Challenges executive leaders to align workforce plans with business objectives Responsible for determining the data necessary to deliver actionable insights on workforce trends, performance and engagement Oversees the creation of action plans to address gaps between current workforce capabilities and future needs, including upskilling and reskilling of talent and discrepancies in number or type of roles Lead change management efforts with business leaders Establish and monitor key performance indicators to support strategic workforce planning

Requirements

Bachelor degree or equivalent combination of education and experience
Minimum 10 years of experience in HR, Talent Strategy, or related field
At least 3 years of direct experience in workforce planning and 3 years in a leadership capacity
Proven success in building workforce planning functions or frameworks from the ground up
Strong strategic thinking and problem-solving abilities with a high level of ownership and initiative
Demonstrated ability to interpret and apply workforce analytics to drive business decisions
Experience with workforce planning platforms and methodologies
Ability to interpret and apply analytics; business and industry acumen
Effective communicator with executive presence and cross-functional leadership experience
Comfortable with fast-paced environments; able to influence and advocate for change
Skilled in developing build, buy, and borrow talent strategies across recruitment, development, and internal mobility
Ability to persuade and challenge executive and business leaders, while managing stakeholder expectations
Experience leading change management efforts
Displays business and industry acumen

Responsibilities

Develops long-term workforce strategies; forecasting staffing needs, analyzing workforce data to identify trends and gaps, and collaborating with HR, Finance, and Operations leaders to drive decisions on issues like talent gaps, succession planning, and operational efficiency.
Develop methodology for strategic workforce planning and approach to scale, to include scenario planning; train HR business partners assist with conducting strategic workforce planning methodology
Defines and develops a comprehensive workforce plan to align the business with the organization’s long-term goals
Develops and integrates strategic workforce planning output into broader talent strategies to assist with build, buy, borrow, or BOT talent, to include recruitment, training, development, internal mobility, and labor optimization.
Oversees a manager and team of analysts who analyze current and future workforce needs, identify skill gaps, strengths, and weaknesses, and forecast future talent needs
Develops and implements a skills framework and AI-based talent marketplace to identify team members’ skillsets and align them to best-fit roles
Challenges executive leaders to align workforce plans with business objectives
Responsible for determining the data necessary to deliver actionable insights on workforce trends, performance and engagement
Oversees the creation of action plans to address gaps between current workforce capabilities and future needs, including upskilling and reskilling of talent and discrepancies in number or type of roles
Lead change management efforts with business leaders
Establish and monitor key performance indicators to support strategic workforce planning