Workforce Planning Manager

Mission Critical Group•Stone Mountain, GA

About The Position

Summary: The Workforce Planning Manager designs and institutionalizes workforce planning practices across EEOC, MCG and its subsidiaries. This role integrates strategic growth forecasts, financial planning, operational capacity modeling, and talent pipeline strategies to ensure scalable, data-driven workforce decisions that enable sustainable growth and operational excellence. By collaborating closely with Operations, Finance, HR, and Talent Acquisition, this role leverages performance data to deliver strategic forecasting, improve requisition management, and headcount alignment, ensuring Electrical Equipment CoE (EECOE) and Mission Critical Group (MCG) and its subsidiaries maintain the right talent in the right roles at the right time to meet evolving business goals. Responsibilities: Workforce Planning Governance & Operating Model • Establish and govern an enterprise workforce planning cadence (annual, quarterly, and rolling forecast cycles), ensuring alignment between strategic planning, budgeting, and talent acquisition execution. • Develop standardized workforce planning templates, definitions, and processes across business units to ensure consistency and comparability. • Facilitate workforce review sessions with business leaders to drive accountability and decision-making. Strategic Planning & Forecasting • Develop comprehensive short- and long-term workforce plans to ensure organizational readiness and alignment with MCG’s growth objectives. • Partner with executive leadership to create accurate hiring forecasts that reflect shifting business priorities and budgetary constraints. • Develop scenario-based workforce models to assess the impact of demand fluctuations, acquisitions, facility expansions, automation, and productivity changes. • Build labor capacity models tied to production volume, revenue targets, and operational throughput assumptions. • Build and maintain workforce planning tools and dashboards to provide real-time visibility into staffing levels and organizational health. • Track and assess workforce analytics, transforming raw data into actionable insights for senior stakeholders. • Identify continuous improvement opportunities to optimize staffing models and improve overall labor resource efficiency. Change Management & Adoption Ownership • Lead change management efforts to embed workforce planning practices across legacy entities and newly acquired businesses. • Educate and upskill business leaders in workforce planning principles, accountability, and data-driven decision making. • Drive adoption of workforce planning tools and processes across business units. Cross-Functional Collaboration • Collaborate closely with HR, Finance and Operations to bridge the gap between departmental personnel needs and day-to-day execution. • Partner with Talent Acquisition to align recruitment strategies with long-term workforce forecasts. • Maintain an up-to-date knowledge of labor laws and regulations to ensure all workforce strategies remain compliant with local and federal mandates.

Requirements

Bachelor’s degree in human resources, Business Administration, or related ?eld or equivalent experience. Master’s degree preferred.
Minimum of 10 years of experience in Human Resources, with exposure to change management.
Experience and knowledge of workforce planning principles, methodologies, tools and metrics.
Experience leading and executing workforce planning projects with senior business leaders.
Extremely proficient in Microsoft Office Suite.
Ability to prioritize workload, multi-task, and word under pressure in a demanding environment.
Demonstrated ability to take initiative and build innovative solutions.
Strong data analytic skills with the ability to interpret data and make data-driven decisions.
Strong leadership and influencing skills, operates through influence at business leader level
Excellent communication and people skills.
Proven ability to develop and implement effective workforce planning initiatives.
Strong analytical and problem-solving abilities.

Responsibilities

Establish and govern an enterprise workforce planning cadence (annual, quarterly, and rolling forecast cycles), ensuring alignment between strategic planning, budgeting, and talent acquisition execution.
Develop standardized workforce planning templates, definitions, and processes across business units to ensure consistency and comparability.
Facilitate workforce review sessions with business leaders to drive accountability and decision-making.
Develop comprehensive short- and long-term workforce plans to ensure organizational readiness and alignment with MCG’s growth objectives.
Partner with executive leadership to create accurate hiring forecasts that reflect shifting business priorities and budgetary constraints.
Develop scenario-based workforce models to assess the impact of demand fluctuations, acquisitions, facility expansions, automation, and productivity changes.
Build labor capacity models tied to production volume, revenue targets, and operational throughput assumptions.
Build and maintain workforce planning tools and dashboards to provide real-time visibility into staffing levels and organizational health.
Track and assess workforce analytics, transforming raw data into actionable insights for senior stakeholders.
Identify continuous improvement opportunities to optimize staffing models and improve overall labor resource efficiency.
Lead change management efforts to embed workforce planning practices across legacy entities and newly acquired businesses.
Educate and upskill business leaders in workforce planning principles, accountability, and data-driven decision making.
Drive adoption of workforce planning tools and processes across business units.
Collaborate closely with HR, Finance and Operations to bridge the gap between departmental personnel needs and day-to-day execution.
Partner with Talent Acquisition to align recruitment strategies with long-term workforce forecasts.
Maintain an up-to-date knowledge of labor laws and regulations to ensure all workforce strategies remain compliant with local and federal mandates.