Senior Talent Partner (Workforce Planning)

Worldpay•Cincinnati, OH

7d•Onsite

About The Position

We are looking for a Senior Talent Partner (Workforce Planning). This leader will build the processes, systems, and models required to provide data-driven, forward-looking insights into our global talent needs. Operating in a dynamic integration environment, they will ensure workforce planning is agile and responsive—enabling us to meet immediate business goals while also building for the future. They will translate long-range strategic business plans into actionable workforce strategies, ensuring we have the right people with the right skills in the right locations to achieve our objectives. This is a hands-on, strategic role that serves as the central hub for all workforce-related forecasting, planning, and analytics—empowering the organization to act decisively and adapt quickly as business needs evolve. This role will be located in Cincinnati, OH or Atlanta, GA.

Requirements

10+ years of dedicated experience in a workforce planning, HR analytics, or people analytics role within a complex, global organization
Deep, hands-on expertise in WFP methodologies, including demand/supply forecasting, scenario modeling, and gap analysis
Advanced proficiency in statistical analysis and data modeling tools (e.g., advanced Excel, Python, R, or similar)
Expertise in Workday HCM and its workforce planning modules, including a proven track record of designing and implementing the system for WFP
Strong financial acumen and experience partnering closely with Finance on headcount planning and budget alignment
Demonstrated ability to translate complex data into a compelling strategic narrative for an executive audience
Growth mind-set, team player, who is ready to work closely with peers to build a brand new, fully integrated new function
Ability to pivot and work in an agile way in a dynamic environment

Responsibilities

Build basic workforce planning function
Develop recommendations for agile approach to workforce planning at Global Payments starting simple and maturing
Influence and gain buy-in for workforce planning with leaders across the enterprise
Co-lead workforce planning technology implantation
Partner with peers and across the HR function for integrated workforce plan (skills, succession, location strategy, talent acquisition, etc.)
As we mature, develop forecasting models based on business growth targets, financial plans, and productivity assumptions
Create supply models that account for internal talent movement (promotions, transfers, attrition) and external labor market trends.
Conduct gap analyses to identify future surpluses or deficits in critical roles and skill sets
Build and run scenario models to assess the workforce impact of strategic initiatives such as M&A, new market entry, or major technology shifts
Lead the annual / quarterly strategic workforce planning cycle in close partnership with Finance and business leaders
Translate model outputs into concrete workforce plans, outlining specific strategies for talent acquisition, internal mobility, leadership development, and reskilling to address identified gaps
Serve as the primary "connector" between HR, Finance, and the business on all WFP matters
Act as a strategic advisor to business leaders, using data to challenge assumptions and co-create effective talent strategies
Educate and upskill HR and business partners on the principles and practices of workforce planning