Workforce Planning Analyst
About The Position
The Workforce Planning Analyst plays a critical role at the intersection of headcount governance, data-driven reporting, and talent program support. This position partners closely with HR, Finance, and business leaders to ensure accurate workforce planning, effective organizational design, and streamlined recruitment operations. The analyst manages the enterprise headcount approval process, provides analytical support during annual budgeting and monthly forecasting, and delivers clear, actionable insights through dashboards and reports. The role also supports Talent Acquisition by analyzing hiring trends, coordinating approval workflows, and helping develop strategic recruitment programs. Success in this position requires exceptional analytical ability, advanced Excel expertise, strong communication skills, and the ability to manage complex processes with a high degree of accuracy and organization.
Requirements
- Exceptional analytical ability
- Advanced Excel expertise
- Strong communication skills
- Ability to manage complex processes with a high degree of accuracy and organization
- Bachelor's Degree Preferably in business, Human Resources, or a related field
- 5 - 6 years In talent acquisition, HR operations, or workforce coordination
- Proven expertise and extensive experience in Excel, with a track record of developing insightful reports and analytics to support data-driven decision-making
- Exceptional attention to detail, organizational skills, and accuracy in reporting and documentation is critical in this role
- Highly organized, proactive communicator, and able to manage multiple priorities effectively
- Strong analytical mindset with advanced Excel skills; familiarity with analytics tools is an asset
- Advanced communication skills, both verbal and written
- Strong process orientation with experience managing cross-functional workflows or approvals
Nice To Haves
- Experience in organizational design and effectiveness, including enabling business transformation, optimizing team structures, considered an asset
- Experience working with organization budgeting process and partnering with Finance to provide people data
- Demonstrated experience in process improvement or HR optimization is an asset
Responsibilities
- Ensure compliance with Northwest’s policies and procedures, and Federal/State regulations
- Navigate Microsoft Office Software, computer applications, and software specific to the department in order to maximize technology tools and gain efficiency
- Work as part of a team
- Work with on-site equipment
- Act as liaison between HR and Finance during the annual headcount budget process to ensure accuracy in headcount planning for the year. Use data from the annual headcount plan to measure accountability for business leaders during monthly financial reforecasts
- Support the Talent Acquisition team by coordinating the enterprise headcount approval process, analyzing hiring data, and helping to design and implement recruitment programs and processes- including early talent, pipelining, and strategic sourcing initiatives
- Partner with HR Business Partners during organizational design sessions with business leaders to display impact both organizationally and financially for any changes to their people organization
- Manage the enterprise headcount approval process for all new and backfill requests, ensuring alignment with workforce plans and budget
- Identify process improvements to streamline approvals, reduce delays, and enhance reporting visibility
- Serve as the central point of contact for the business on the headcount process, changes, and related documentation
- Develop dashboards, reports, and presentations on open roles, approvals, and hiring progress for senior leadership and HR leadership
- Track hiring activity and support requisition planning by analyzing volume trends, time-to-fill, and business demand
- Identify critical roles and future hiring needs, partnering with the TA team to develop proactive outreach and sourcing strategies
- Collaborate with stakeholders to document best practices, standardize workflows, and support consistent execution across recruitment efforts
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Number of Employees
11-50 employees
