Senior Lead Technology Business Execution Consultant - Headcount Planning Lead

Wells Fargo Bank•Chandler, AZ

21h•Hybrid

About The Position

Wells Fargo is seeking a Senior Lead Technology Business Execution Consultant to lead headcount planning and support workforce management. Technology Infrastructure uses forward-looking workforce insights to align talent capacity, organization structure, workplace strategy, and hiring plans with business priorities. As the Infrastructure Workforce Management headcount-planning lead, this role will turn workforce data into executive insights, lead planning and governance, and support hiring and organizational changes. The role partners with Finance to align with established parameters but does not directly manage financials.

Requirements

7+ years of Information Technology in support of Business Services experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, or education
5+ years of workforce management experience in workforce forecasting and process improvement within a fast pace-paced technology environment
5+ years of data analytics and executive reporting

Nice To Haves

Advanced Excel, PowerPoint, and workforce reporting or dashboard experience
Strong analytical, problem-solving, prioritization, and attention-to-detail skills
Ability to lead through ambiguity, drive results without direct authority, and manage confidential information
Knowledge of governance, controls, and operational risk in a large, regulated organization
Knowledge of technology workforce management, workforce capacity planning, and organizational governance
Experience supporting a large, complex technology organization
Familiarity with employee and third-party labor models, hiring pipelines, organizational structures, location strategy, and enterprise planning tools

Responsibilities

Advise leaders and partners on headcount plans, workforce composition, labor strategy, and organizational priorities
Lead headcount planning and forecast modeling, translating business priorities into workforce plans, hiring targets, and capacity assumptions; continuously adjust forecasts as hiring, attrition, labor mix, organizational changes, and other data points evolve throughout the year to ensure approved headcount targets are met
Analyze headcount, hiring, attrition, labor, location, and organizational data to identify trends, risks, and actions
Deliver executive-ready workforce reporting, recommendations, and planning reviews
Partner with Human Resources, Talent Acquisition, Workforce Management, Finance, and Technology leaders to align plans, data, and approvals
Support organizational changes by validating resource ownership, reporting structures, position data, and headcount impacts
Improve reporting and planning processes through standardization, automation, and cross-functional leadership