Senior Business Experience Planning Advisor - Technology Workforce Strategy Execution

PNC Bank•Dallas, TX

1d•Onsite

About The Position

As a Tech Strategy Lead within a central Technology Business Operations Workforce team, you translate the workforce functions strategy, capabilities, and priorities into Technology requirements (systems and data) and an implementation roadmap. This role will partner with the Workforce Director and Product Manager to ensure enterprise and LOB roadmaps; including new enterprise HR capabilities are converted into clear epics, integration needs, data standards, and adoption milestones. You anchor the roadmap into Technology planning cadences (e.g., annual planning) and drive cross-functional alignment across HR, Technology, Finance, and Sourcing.

Requirements

Strategy-to-roadmap translation (systems/data requirements, sequencing, outcomes)
Workforce systems strategy (HR platforms, contingent systems, planning tools; integration/adoption)
Workforce data strategy (model/definitions, lineage, quality controls, KPIs, dashboards)
Workforce planning & capacity (demand/supply, scenarios, human + agentic capacity)
Skills-based workforce (taxonomy, proficiency, matching, optimization/mobility)
Roadmap governance & operating model (decision rights, cadences, traceability)
Requirements & delivery planning (dependencies/integrations, RAID, stakeholder comms)
Global sourcing strategy (GCC/offshore, transitions, partner orchestration)
Executive-ready communication (writing, facilitation, synthesis)
Influence without authority (alignment, accountability)
Structured problem solving (ambiguity, judgment, prioritization)
CX-first, rapid iterative delivery mindset
Ownership and follow-through across workstreams
Bachelors
Industry relevant experience is typically 8+ years.

Nice To Haves

Workday Advanced Planning, VNDLY
Process Intelligence, Operational Excellence
Operational performance and risk measurement including OKRs, KPIs, KRIs
Jira Advanced Planning, SharePoint, Power BI or Tableau, Power Automate Suite
Agentic workflows
Higher level education such as a Masters degree, PhD, or certifications is desirable.
Specific certifications are often required.

Responsibilities

Convert workforce strategy and priorities into a multi-horizon technology roadmap (systems and data) with clear outcomes and milestones.
Translate LOB and enterprise roadmaps into Technology requirements (capabilities, integrations, data standards, controls) and an implementation plan.
Integrate enterprise HR capabilities into the workforce tech roadmap, defining impacts, adoption steps, and readiness milestones.
Translate future workforce capabilities into tech needs (e.g., agentic + human capacity, skills optimization, leader decision support) and sequence them on the roadmap.
Own the workforce data model (entities, definitions, lineage, controls) to enable consistent planning and reporting across tools.
Embed the roadmap into Technology cadences (annual planning, quarterly execution, operating reviews) with decision-ready tradeoffs and dependencies.
Partner with the Director/PM and delivery teams to define epics and requirements (data/integrations, acceptance criteria); support prioritization while the PM owns backlog and delivery.
Identify tooling gaps; deliver ad-hoc enablers (automation, dashboards, workflows) with sustainability, controls, and integration in mind.
Define Technology GCC/Offshore orchestration plan for consolidation partners, including scope, governance, sequencing, and transfer readiness through 2028.
Run roadmap governance (north star, outcomes/OKRs, strategy-to-epic traceability, roadmap forums) and drive interlocks, decision rights, and transparent reporting across HR, Technology, Finance, and Sourcing.

Benefits

medical/prescription drug coverage (with a Health Savings Account feature)
dental and vision options
employee and spouse/child life insurance
short and long-term disability protection
401(k) with PNC match
pension and stock purchase plans
dependent care reimbursement account
back-up child/elder care
adoption, surrogacy, and doula reimbursement
educational assistance, including select programs fully paid
a robust wellness program with financial incentives
maternity and/or parental leave
up to 11 paid holidays each year
9 occasional absence days each year, unless otherwise required by law
between 15 to 25 vacation days each year, depending on career level; and years of service.