Strategic Workforce Planning Operations, Senior Manager

Equinix•Toronto, ON

2d•CA$131,000 - CA$181,000•Onsite

About The Position

The Strategic Workforce Planning (SWP) Operations Senior Manager is a technically focused role responsible for building and operationalizing the SWP forecasting methodology, modelling workforce supply and demand, and enabling the data infrastructure and AI systems that power strategic workforce insights. This role translates strategy into models, tools, and scalable analytical solutions that enable data-driven workforce decisions across the enterprise. The role works in close partnership with the SWP Senior Manager, who leads strategy and business engagement, while this role owns the technical engine that underpins it.

Requirements

7+ years of progressive experience in workforce analytics, people analytics, HR data science, or workforce planning
Bachelor's degree in a quantitative field (Statistics, Industrial/Organizational Psychology, Mathematics, Economics, Computer Science) required; Master's degree an advantage
Demonstrated experience building or supporting workforce forecasting and supply/demand models in an organizational context
Proficiency in data analysis tools such as Excel and SQL; familiarity with Python or R an advantage
Exposure to HR technology, workforce planning systems, or AI/ML tools; experience with Anaplan is a plus
Working knowledge of HRIS data structures, people data governance, and data reporting methodologies
Experience working with cross-functional data and technology teams to deliver scalable analytical solutions
Deep analytical and quantitative skills; ability to build rigorous models and translate complex outputs into actionable insights
Technical acumen with proficiency in data visualization, statistical modelling, and AI/ML principles
Strong attention to detail and commitment to data accuracy, integrity, and governance
Ability to communicate complex technical findings to non-technical stakeholders clearly and compellingly
Intellectually curious with a passion for leveraging data and AI to solve complex workforce challenges
Collaborative and influential team player with the ability to work across HR, Technology, Finance, and Operations
Comfort with ambiguity; able to design and iterate on analytical solutions in a fast-moving environment

Responsibilities

Design and build the SWP forecasting methodology, including supply/demand modelling frameworks, scenario planning models, and workforce forecasting algorithms; partnering with Talent Intelligence and Workforce Insights to incorporate supply data into consolidated modelling
Develop and maintain quantitative workforce models that forecast headcount, skills gaps, and capability needs across business units and time horizons, integrating data across skills, capabilities, and headcount dimensions
Translate strategic workforce priorities into structured analytical models, ensuring models are scalable, repeatable, and aligned to enterprise planning cycles
Understand and incorporate forward-looking aspects of SWP including skills, tasks, AI augmentation data, and future of work signals into the analysis and methodology
Set model standards, documentation, and governance protocols to ensure consistency, auditability, and reusability of all SWP models across the enterprise
Lead enterprise-wide supply and demand forecasting processes, producing accurate and actionable workforce projections by function, geography, and role family; partnering closely with Finance, Talent Intelligence and Workforce Insights
Build and maintain workforce supply models that incorporate internal pipeline data, attrition trends, retirement patterns, internal mobility rates, and external labor market signals to project future workforce availability
Develop quantitative demand models in partnership with business stakeholders that translate growth targets, operating model changes, and strategic plans into specific role, skill, and headcount requirements
Identify critical workforce gaps and surpluses, providing quantitative evidence to inform build, borrow, buy, and automate talent decisions
Develop enterprise scenario models to assess workforce implications of business growth, restructuring, AI adoption, and other strategic events
Continuously improve forecasting accuracy by integrating external labor market data, internal attrition trends, and business pipeline information
Produce regular workforce forecasting reports and dashboards for senior HR and business leadership
Develop the vision and requirements for architecture and implementation of data systems, pipelines, and platforms required to support enterprise-wide SWP reporting and modelling
Evaluate, implement, and manage workforce planning technology solutions and AI tools that enhance analytical capability and planning efficiency
Partner with Workforce Insights, HRIT, Finance, and Technology teams to integrate workforce data from multiple systems into a unified analytical environment
Ensure data quality, governance, and integrity across all SWP inputs, outputs, and reporting frameworks
Define and maintain data standards and taxonomy for workforce planning data to enable consistent, comparable analysis across business units
Build and operationalize AI-enabled tools for workforce planning, including predictive models, skills mapping engines, and intelligent scenario planning capabilities
Partner with AI and Technology teams to design responsible and ethical AI systems that inform workforce decisions, ensuring bias mitigation and governance standards are met
Evaluate and deploy third-party AI workforce tools, managing vendor relationships and integration requirements
Identify opportunities to automate manual SWP processes, improving the speed, scale, and reliability of workforce planning outputs across the enterprise
Partner closely with the SWP Senior Manager to ensure modelling outputs are translated into clear strategic narratives and business recommendations
Set the standards and approach for SWP modelling and partner with Workforce Insight partners to help execute models for HRBPs and functions, aggregating trends at the enterprise level
Build analytical capability across the People team, providing tools, templates, and training that enable HRBPs and Workforce Insights partners to run workforce analyses independently
Collaborate with Finance and FP&A to align workforce forecasting outputs with headcount budgeting and financial planning cycles