Senior Manager, Talent & Growth- Workforce Planning & Work Intelligence (PH)
About The Position
The Talent & Growth Center of Excellence (COE) is responsible for defining and delivering enterprise-wide talent strategies spanning talent management, leadership development, executive experiences, skills foundations, performance, potential, and succession planning. The team designs integrated, data-driven solutions that help the organization know, grow, and prepare its talent, while enabling consistent, scalable practices across all segments. We are seeking a forward-thinking leader to drive strategic workforce planning and work intelligence initiatives that align talent capabilities with organizational priorities. This role will focus on analyzing work, tasks, and skills at scale to enable data-driven decisions regarding workforce composition, future skill needs, operational efficiency, and cost optimization. A critical aspect of this role is evaluating automation opportunities and associated risks to ensure technology investments deliver measurable savings without compromising business continuity or workforce engagement.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent experience.
- 5–8 years of progressive experience in HR strategy, workforce planning, or talent management, with 1–3 years in a leadership role.
- Proven track record of designing and implementing enterprise-wide talent or skills frameworks.
- Familiarity with HRIS, ATS, and learning platforms, with experience integrating skills taxonomies into digital tools.
- Demonstrated ability to lead cross-functional initiatives and influence senior stakeholders.
- Strong capability in market research, data interpretation, and translating insights into actionable strategies.
- Strategic Thinking and Workforce Planning
- Data Analytics and Workforce Intelligence
- Automation and Technology Acumen
- Financial and Cost Optimization Skills
- Change Management and Stakeholder Engagement
- Business Acumen
- Leadership and Collaboration
Responsibilities
- Develop and implement multi-year workforce strategies that anticipate future business needs, evolving skill requirements, and cost implications.
- Partner with HR Business Partners to model workforce scenarios, including: o Talent supply and demand forecasting o Automation impact analysis (cost savings versus risk of disruption) o Organizational design aligned with efficiency and scalability
- Create frameworks for workforce agility, ensuring the optimal mix of full-time employees, contingent workers, and automation to balance cost, flexibility, and resilience.
- Lead efforts to map work at the task level, identifying: o Critical activities and required skills o Opportunities for cost reduction through automation or process redesign o Risk factors tied to automation (e.g., compliance, quality, workforce displacement)
- Utilize advanced analytics and AI-driven tools to assess: o Work fragmentation and task complexity o Automation potential and ROI modeling
- Translate work insights into actionable recommendations for: o Reskilling and redeployment strategies o Role redesign to maximize efficiency and minimize redundancy.
- Utilize dashboards and reporting mechanisms to monitor: o Workforce health, skill gaps, and productivity trends o Cost savings achieved through automation and process optimization o Risk indicators for automation adoption
- Partner with People Insights to integrate workforce intelligence into: o Budgeting and strategic planning processes o Investment decisions for technology and talent initiatives.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Number of Employees
5,001-10,000 employees
