Strategic Workforce Planning, Sr. Director

Daikin Applied Americas • Plymouth, MN

11d • Hybrid

About The Position

Join the world's largest HVAC company, named by Forbes as one of America's Best-In-State Employers 2025! Make your mark at the world’s largest HVAC company Daikin Applied is seeking a Strategic Workforce Planning Sr. Director who will serve as the enterprise leader responsible for shaping the long‑term workforce strategy for the organization ensuring alignment and integration with corporate strategy and long-term business planning. This highly strategic role sets the direction for workforce planning, skills forecasting, and talent economics for the organization. Under long-range limited direction, you will direct scenario-based workforce strategies (build/buy/borrow/bind/bounce/balance/bot), partnering with business leaders, Finance, TA, L&D, and HRBP to deliver measurable workforce readiness and risk mitigation. The position advises C-suite leaders and materially influences organizational design, capacity planning, skills transformation, and future-of-work planning. Come be a part of an exciting journey at Daikin Applied, where innovation and excellence drive our every endeavor! Location: Plymouth, MN, Hybrid

Requirements

• Bachelor's degree from a four-year college or university in Human Resources, Business, Analytics or related field
• 12+ years; incl 8+ years people leadership experience in workforce planning, strategic HR, organizational strategy, or enterprise transformation
• Deep expertise in workforce analytics, enterprise strategic planning, workforce economics and talent strategy
• Knowledge of predictive modeling, labor market intelligence, and scenario-based planning coupled with sophisticated analytical skills
• Strong knowledge of organizational design principles and future-of-work trends
• Broad familiarity with financial planning, portfolio strategy, and corporate transformation initiatives
• Executive-level communication, presentation and strategic advisory skills
• Skilled in leading enterprise-scale programs and change initiatives
• Ability to influence and shape decisions at the highest levels of the organization
• Ability to envision and articulate long-term workforce strategies aligned to business direction
• Ability to lead and inspire teams through ambiguity, complexity, and transformation
• Ability to integrate workforce planning with enterprise strategy, finance, technology, and talent functions

Nice To Haves

• MBA Masters degree or related field
• 15+ years; incl 10+ years people leadership experience in workforce planning, strategic HR, organizational strategy, or enterprise transformation
• Expertise with SWP technologies, talent analytics platforms, LMI tools, and XP&A systems
• Advanced background in labor economics, automation impacts, digital transformation, or macro workforce trends
• Strong change management experience (e.g., Prosci or large-scale transformation leadership)
• Prior experience developing enterprise SWP maturity roadmaps or capability-building programs

Responsibilities

• Prepare and govern the strategic workforce planning process, including defining scope, annual planning cadence, owners and decision rights, operating model, framework and standards, and integration points with finance, operational planning, and HR cycles
• Establish and manage workforce planning governance, ensuring transparency of roles, timelines, inputs, and deliverables ensuring alignment between workforce strategy and business portfolio strategies, financial plans, and transformation initiatives
• Translate business strategy into prioritized capability and skills requirements, collaborating with BU leaders and HRBPs to articulate the talent implications of the organization’s strategic plans
• Influence long-term talent, capability, and organizational design decisions by identifying future capabilities needed in areas such as automation, digitization, engineering, production, and emerging operational trends
• Lead enterprise scenario planning, developing and maintaining plans for multiple talent scenarios (future-proofing, spearheading, reprioritizing, downsizing)
• Convert insights into recommendations for workforce and talent strategies (build / buy / borrow / bind / bounce / balance / bot) using enterprise decision frameworks; prioritize action plans aligned to business risk levels and organizational feasibility ensuring the organization is prepared to execute workforce strategy through change management, communications, and capability-building efforts
• Evaluate workforce risks, organizational performance outlooks, and critical talent dependencies prioritizing interventions such as reskilling, redeployment, external hiring, automation, or contingent workforce strategies
• Convene and influence cross-functional partners—business leaders, Finance, TA, L&D, HRBP's to drive adoption of SWP outputs
• Communicate trade-offs and implications of workforce recommendations to senior executives and build executive-level consensus around critical workforce investments and strategic priorities
• Establish leading and lagging indicators, review cadences, monitor workforce strategy execution, proactively triggering mechanisms for plan re-evaluation as needed
• Assess and evolve organizational SWP maturity, defining SWP technology capability needs including talent analytics, labor market intelligence platforms and tools; lead technology selection, implementation and integration to support enterprise capabilities; and continuously refine processes, tools, and insights to increase organizational foresight and agility

Benefits

• Multiple medical insurance plan options + dental and vision insurance
• 401K retirement plan with employer contributions matching 100% of the first 3% of employee contributions and 50% on the next 2% of employee contributions
• Company provided life insurance + optional employee paid voluntary life insurance, dependent life coverage and voluntary accident coverage
• Short term and long-term disability
• 3 weeks of paid time off for new employees + 11 company paid holidays
• Vacation accrues on a monthly basis, unless applicable federal, state and local law requires a faster accrual
• Paid sick time in accordance of the federal, state and local law
• Paid parental leave and tuition reimbursement after 6 months of continuous service

What This Job Offers

• Job Type: Full-time
• Career Level: Director