Senior Manager, People Analytics & Workforce Strategy

Carrier

22h•Remote

About The Position

The Senior Manager, People Analytics & Workforce Strategy serves as a strategic partner to business leaders and cross‑functional teams to design, lead, and continuously evolve Carrier’s strategic workforce planning program. This role owns workforce demand planning outcomes, translates business strategy into workforce implications, and drives data‑informed decisions to close near‑ and long‑term workforce gaps. This Senior Manager plays a critical role in enabling growth, supporting workforce transformation, and ensuring alignment between business strategy, financial plans, and talent capabilities across the enterprise. This position can be located anywhere in the United States EST or CST time zones.

Requirements

Bachelor’s degree
7+ years of experience in strategic workforce planning, people analytics, or strategy

Nice To Haves

Degree in Business, Analytics, Economics, HR, or a related field.
Experience partnering closely with Finance, HR, TA, and Business on demand planning and scenario modeling.
Experience launching and scaling workforce planning programs or operating models.
Background as an analytics or strategy business partner.
Experience with workforce planning technologies (e.g., Workday, Adaptive Planning, or similar platforms).
Demonstrated ability to operate autonomously, navigate ambiguity, and deliver measurable outcomes.
Demonstrated experience leading complex, cross‑functional initiatives at enterprise scale.
Proven ability to influence senior leaders and drive decisions using data and insight.
Experience partnering with global stakeholders across multiple cultures and time zones.
Strong analytical skills and comfort working with large datasets, planning models, and BI tools.
Excellent executive communication, presentation, and stakeholder management skills.

Responsibilities

Lead the design and execution of enterprise workforce planning strategies aligned to business priorities, growth objectives, and financial plans.
Translate business and operating strategies into workforce demand scenarios, highlighting tradeoffs, risks, and implications for leadership decision‑making.
Advise senior leaders on workforce capacity, location strategy, talent mix, and skills implications.
Lead workforce demand and supply modeling, including scenario analysis, forecast assumptions, and sensitivity testing.
Synthesize complex workforce data into clear, executive‑ready insights and recommendations.
Partner with analytics and technology teams to continuously improve dashboards, data quality, and workforce planning tools.
Serve as a trusted advisor to senior leaders across HR, Finance, Talent Acquisition, and the business.
Drive alignment across functions on workforce assumptions, targets, and execution priorities.
Facilitate workforce reviews and decision forums to support timely course correction and risk mitigation.
Establish governance, standards, and operating rhythms for workforce planning and position management.
Lead change management efforts to embed workforce planning into ongoing business and financial processes.
Monitor execution of workforce plans and proactively surface risks, dependencies, and mitigation strategies.
Assess the effectiveness of workforce planning processes and continuously improve methodology, tools, and stakeholder experience.
Institutionalize best practices and scale workforce planning capabilities across regions and business units.
Develop and execute communication strategies that promote transparency, shared expectations, and progress reporting.