Enterprise Operations Transformation Strategist

HP•Houston, TX

10d•Onsite

About The Position

The Workforce Planner Strategist will help the Enterprise Operations (EO) organization transform and accelerate the necessary talent upgrade and upskilling requirements that are critical for success . This role drives EO HR processes to support capability needs through transformation initiatives such as upskilling, reskilling, and talent acquisition , while enabling a data-driven workforce monitoring platform that provides visibility into skills, talent health, and evolving business requirements. As a strategist-level contributor, you will deliver industry-leading solutions to complex, critically sensitive challenges, ensuring EO has the right talent, in the right roles, at the right time and location. You will operate as a thought leader, setting benchmarks for workforce planning excellence. The position will be onsite.

Requirements

Workforce analytics and modeling
Strategic HR and transformation leadership
Data-driven decision making
Transformation & Change leadership
Location strategy and market intelligence
Governance & compliance
AI & technology
Learning & Development integration
Executive communication & influence
Strategic thinker with a data-driven mindset.
Ability to balance long-term workforce strategy with near-term execution.
Comfortable operating in a dynamic, transformation-focused environment.
Ability to deliver innovative solutions to complex, multi-disciplinary challenges.

Nice To Haves

Bachelors in HR, Business, Supply Chain or related field; advanced degree or certification in workforce planning is a plus; MBA preferred.
Minimum of 10+ years in workforce planning, HR strategy, or related fields; large-scale transformation experience preferred.
Proven track record of industry thought leadership and innovation in workforce strategy.

Responsibilities

Workforce Strategy & Planning Design and execute multi-year, global workforce strategies aligned with enterprise objectives and transformation priorities.
Forecast talent needs using predictive modeling and market intelligence , ensuring agility in dynamic business environments.
Develop scenario-based workforce models to anticipate risks and ensure business continuity during market disruptions
Innovation & Data-Driven Insights Develop and implement advanced analytics frameworks to monitor workforce health, skills inventory, and capability gaps.
Use predictive modeling to guide hiring, retention, and development strategies.
Transformation Enablement Drive initiatives for upskilling, reskilling, and talent acquisition to meet evolving business needs.
Embed workforce planning into enterprise transformation initiatives in partnership with HR, Finance, and Business Units.
EO Job Architecture Ownership Own and continuously evolve EO job architecture, ensuring job families, descriptions, and competencies reflect future business needs.
Establish global standards for skills taxonomy and capability frameworks.
Global Talent Location Strategy Partner with the People organization to understand talent trends in key locations.
Position EO to access the best talent globally, aligning with evolving business and geographic priorities.
Partner with EO COS on revising the EO location strategy based on talent trends and HPs evolving location strategy.
Governance & Reporting Establish governance for workforce planning processes and deliver executive-level insights to inform strategic decisions.
Serve as a trusted advisor to senior leadership, influencing decisions that impact enterprise-wide talent strategy.

Benefits

Health insurance
Dental insurance
Vision insurance
Long term/short term disability insurance
Employee assistance program
Flexible spending account
Life insurance
Generous time off policies, including; 4-12 weeks fully paid parental leave based on tenure
11 paid holidays
Additional flexible paid vacation and sick leave ( US benefits overview )