Sr Workforce Planning Manager

MERITRUST CREDIT UNION•Wichita, KS

2d•Onsite

About The Position

The Senior Workforce Planning Manager is responsible for leading the development, implementation, and ongoing management of enterprise workforce planning strategies that align talent, organizational structure, labor investment, and business priorities across the credit union. This role partners closely with Human Resources, Finance, executive leadership, and business line leaders to assess current and future workforce needs and ensure the organization is positioned with the right number of employees, capabilities, organizational design, and compensation investments to achieve strategic objectives. This position leads workforce forecasting, labor and headcount modeling, organizational and position planning, workforce analytics, and scenario planning. The role also incorporates compensation planning as a core accountability, ensuring workforce plans are financially sustainable, market-informed, and aligned with the credit union’s overall compensation philosophy, pay structures, and budget strategy. The Senior Workforce Planning Manager serves as a strategic advisor to leadership and provides data-driven recommendations related to staffing levels, role design, skill needs, succession risk, internal mobility, productivity, labor costs, and long-range workforce implications in a regulated financial services environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Organizational Development, Industrial/Organizational Psychology, or related field required.
Advanced knowledge of strategic workforce planning principles, methodologies, and forecasting approaches.
Strong understanding of compensation planning, labor budgeting, pay structures, salary administration, and market-based pay practices.
Knowledge of organizational design, job architecture, succession planning, and talent management processes.
Understanding of HR analytics, financial planning, and operational workforce metrics.
Knowledge of employment practices and workforce considerations relevant to regulated financial institutions.
Familiarity with how branch operations, contact centers, lending, operations, and corporate functions are staffed and managed within a credit union or financial services environment.
Understanding of change management principles and how workforce strategies support business transformation.
Working knowledge of HRIS, budgeting systems, and workforce analytics tools.
Minimum of 7–10 years of progressive experience in workforce planning, HR strategy, talent analytics, compensation, finance business partnering, or related human capital planning roles.
Minimum of 3–5 years in a leadership, senior specialist, or manager-level role with responsibility for enterprise planning, analytics, or strategic HR initiatives.
Experience developing workforce forecasts, headcount plans, labor cost models, and executive-level reporting.
Experience partnering with finance on annual budget planning and compensation-related cost analysis.
Experience supporting organizational design, position management, or enterprise staffing strategies.
Experience working with senior leaders on complex, cross-functional initiatives and strategic decision-making.
Demonstrated success translating data into business recommendations and influencing leadership action.
Advanced proficiency in workforce analytics, forecasting, and scenario modeling.
Strong financial acumen, including labor cost analysis, budget modeling, and compensation impact assessment.
Advanced Excel skills required; ability to build models, perform trend analysis, and synthesize large data sets.
Proficiency with HRIS and data visualization/reporting tools such as PayCom, Workday, UKG, ADP, Salary.Com, Oracle HCM, Power BI, Tableau, or similar platforms.
Ability to analyze compensation data, salary structures, and market pricing information.
Strong project management skills with ability to lead multiple planning cycles and initiatives simultaneously.
Strong consulting, facilitation, and presentation skills.
Ability to communicate complex workforce and compensation data in a concise, executive-ready manner.
Ability to influence decisions through data, business insight, and credibility.
Strong problem-solving and critical-thinking capability.
High attention to detail, sound judgment, and ability to handle sensitive and confidential information.
Ability to work effectively across functions and build strong partnerships with leaders at all levels.

Nice To Haves

Professional certifications preferred, such as: SHRM-CP/SCP or SPHR WorldatWork certification (preferred for compensation-related depth) Certified Workforce Planning Professional or similar workforce analytics/planning credential Project Management certification is a plus
Experience in financial services, banking, or credit union environment preferred.

Responsibilities

Enterprise Workforce Planning Lead the design, implementation, and continuous improvement of the credit union’s workforce planning strategy.
Partner with executive leaders and department heads to assess current and future talent needs based on business strategy, growth plans, branch/network evolution, digital transformation, and operational priorities.
Build strong partnerships across HR, finance, operations, retail, lending, technology, risk, and executive leadership.
Develop short-range and long-range workforce plans, including headcount, staffing mix, skills inventory, succession implications, and labor demand forecasting.
Facilitate annual and multi-year workforce planning cycles aligned with strategic planning and budget development.
Present workforce strategy recommendations and labor insights to senior leadership as needed.
Build workforce scenarios to model organizational growth, attrition, retirements, automation impacts, role redesign, and changing member service demands.
Talent and Organizational Analytics Analyze workforce data and trends, including headcount, span of control, vacancy rates, turnover, time to fill, internal mobility, productivity, retirement risk, bench strength, and labor utilization.
Identify workforce risks and opportunities and provide actionable recommendations to leaders.
Create dashboards, reports, and executive presentations that translate workforce data into business insights.
Establish planning metrics and KPIs to measure workforce effectiveness, capacity, and talent sustainability.
Compensation Planning and Labor Cost Strategy Partner with compensation, finance, and the CHRO to incorporate compensation planning into workforce forecasting and budgeting.
Support labor cost modeling, including salary budgets, merit planning impacts, market adjustments, incentives, and organizational affordability.
Analyze compensation implications of workforce plans, position design, career paths, promotions, and internal movement.
Provide input into pay structure alignment, job architecture, and workforce cost optimization strategies.
Partner on annual compensation planning processes to ensure headcount strategy and pay investments are aligned with business and talent priorities.
Evaluate workforce investments for financial sustainability while maintaining competitiveness in the labor market.
Organizational Design and Position Management Support organizational design reviews to improve efficiency, effectiveness, and alignment with strategy.
Partner with leaders to evaluate role clarity, reporting structures, layers, spans of control, and workforce deployment.
Oversee or support position control processes, including creation, tracking, and governance of approved positions.
Recommend role redesign, resource realignment, or capability-building strategies based on business needs and data analysis.
Talent Strategy Integration Collaborate with talent acquisition to align recruiting strategy with projected hiring demand and critical skill needs.
Partner with learning and development to identify skill gaps and inform reskilling and upskilling priorities.
Support succession planning by identifying critical roles, talent risks, and future capability requirements.
Work with HR business partners to align workforce planning insights into employee relations, engagement, retention, and change management strategies.