Senior Manager Workforce Planning

Datavant

7h•$135,000 - $151,500•Remote

About The Position

Datavant is seeking a Senior Manager, Workforce Planning, to build and own a modern workforce planning capability for complex service-delivery operations. The role connects demand, workforce supply, productivity, backlog, cost, and operational constraints into capacity decisions, and develops the planning tools leaders use to evaluate capacity, service, efficiency, and financial tradeoffs. The position begins as an individual contributor and may help shape or lead an expanded team as the function grows. The role is remote from anywhere in the United States, requires regular availability during Eastern Time business hours, and involves minimal travel. The successful candidate will use AI-assisted tools and modern analytical technologies to replace manual planning processes with automated, adaptable solutions. The first 30 days focus on learning Datavant's operating model, workflows, systems, data, and planning practices; days 30–90 focus on building and validating the initial planning suite; phased deployment begins after day 90.

Requirements

At least 8 years of relevant experience, including substantial experience in workforce management, capacity planning, workforce strategy, forecasting, staffing, scheduling, or operational planning. Alternatively, deep experience in complex healthcare, service-delivery, data, or technology-enabled operations with exceptional quantitative reasoning and ability to quickly master workforce planning fundamentals.
Strong command of workforce and capacity planning fundamentals—including workload forecasting, staffing requirements, productivity, shrinkage, attrition, ramp, service or response-time objectives, backlog, and cost tradeoffs—or the mathematical aptitude and learning agility to develop that command quickly.
Demonstrated ability to build and maintain capacity, staffing, forecasting, or scenario models used for hiring, budget, workforce movement, service, and cost decisions.
Hands-on experience using AI-assisted tools such as Claude Code, ChatGPT Codex, or comparable platforms with Python, SQL, BI tools, or modern data platforms to build, automate, harden, or materially improve planning models and workflows.
Ability to explain solutions personally built or enhanced, including the planning need, data sources, logic, validation approach, automation achieved, and impact on decision speed or adaptability.
Ability to work effectively with incomplete or imperfect data by distinguishing facts from assumptions, using ranges and scenarios appropriately, validating outputs with operators, and improving models as evidence develops.
Strong critical thinking, mathematical reasoning, systems thinking, and structured problem-solving skills.
Strong business and financial acumen, including translating capacity findings into staffing, labor, budget, productivity, service, and cost recommendations.
Exceptional written and verbal communication skills and ability to influence decisions across functions without relying on direct authority.

Nice To Haves

Relevant education may complement professional experience; no specific degree requirement is stated, and demonstrated workforce, capacity planning, operational, and analytical experience is valued over a specific degree.

Responsibilities

Own the design, build, operation, and continuous improvement of the strategic capacity planning suite, including the Capacity Ledger, Capacity Plan, and Capacity Scenarios.
Replace spreadsheet-based capacity planners and FTE trackers with automated, connected solutions using Claude Code, Python, SQL, business intelligence tools, and modern data platforms.
Partner with BI&A, Product, and technology teams on enterprise data connections and deployment support.
Connect demand, backlog, workforce supply, skills, productivity, shrinkage, hiring, attrition, ramp, overtime, transfers, automation, and business events into a reliable capacity view; identify gaps and surpluses and recommend actions before additional labor is approved.
Build dynamic scenarios so leaders can test assumptions and compare service, staffing, productivity, automation, and cost tradeoffs in real time.
Partner with leaders and subject-matter experts across Service Delivery, Finance, BI&A, Product, Account Management, Transformation, Human Resources, Training, and other operational functions to establish trusted planning inputs and shared definitions.
Establish planning cadences, governance, and performance-to-plan routines to maintain current assumptions, explain variances, and verify whether expected productivity or automation gains become usable capacity.
Translate complex data and model outputs into clear recommendations and practical actions for business reviews and operational decisions.
Learn Datavant's operating model, workflows, systems, data, and planning practices during the first 30 days; build and validate the initial suite during days 30–90; and begin phased deployment after day 90.
Create scalable processes, documentation, and foundations to support future peers, analysts, or direct reports as the Workforce Planning organization expands.