Workforce Planning Partner Senior

PNC Bank•Pittsburgh, PA

1d•Onsite

About The Position

Directs the design, execution and measurement of complex, data-driven, and cross-business workforce strategies balanced with enterprise trade-off discussions. Influences major investment and transformation decisions. Aligns long-term workforce plans with strategy, risk posture, and financial plans across multiple business units. Monitors various human capital and workforce trends including internal and external labor markets. Leads advanced scenario planning (multi-horizon, multi-variable) while balancing cost, speed, risk, skills, location and automation. Demonstrates proficiency in storytelling with data to drive executive alignment and decision velocity. Orchestrates senior leader and executive engagement across the strategic workforce planning process to ensure cross-functional alignment on assumptions, standards, and execution accountabilities. Integrates common workforce planning language and rigor across HR, Finance, and the business to drive cohesive enterprise outcomes. Leads change management programs and practices within assigned projects and programs. Consults on organizational redesign for major work transformations. Shapes the operating model for how and where work happens at scale. Identifies talent, trends and opportunities with clear value/risk cases and adoption paths to drive the future of work. Ensures workforce plans yield enterprise outcomes, including costs, productivity and staffing mix aligned to risk and compliance frameworks. Drives adoption of workforce planning tools and standards, and drives measurable outcomes including but not limited to: cost of action/inaction, productivity, efficiency, skills coverage, staffing mis (employee, contractor, etc.) and location. Leads SWP governance and standards. Contributes thought leadership to continuously mature the enterprise workforce planning function. Maintains subject matter expertise in Human Resources trends, programs and solutions, and annual planning processes. Translates plans into prioritized actions (hiring, reskilling, automation pilots, vendor/contractor decisions) with clear owners and timelines.

Requirements

University / college degree.
8+ years of industry relevant experience.
Demonstrate appropriate knowledge, skills, and abilities for a role.
Competencies: Decision Making and Critical Thinking, Emerging Technologies, Financial Forecasting and Modeling, Human Resources Consulting, Industry Knowledge, Influencing, Matrix Management, Organizational Change Management, Organizational Savvy and Politics, Talent Management, Workforce Analytics
Subject matter expertise in Human Resources trends, programs and solutions, and annual planning processes.

Nice To Haves

Higher level education such as a Masters degree, PhD, or certifications is desirable.
Specific certifications are often required.
In lieu of a degree, a comparable combination of education, job specific certification(s), and experience (including military service) may be considered.

Responsibilities

Directs the design, execution and measurement of complex, data-driven, and cross-business workforce strategies balanced with enterprise trade-off discussions.
Influences major investment and transformation decisions.
Aligns long-term workforce plans with strategy, risk posture, and financial plans across multiple business units.
Monitors various human capital and workforce trends including internal and external labor markets.
Leads advanced scenario planning (multi-horizon, multi-variable) while balancing cost, speed, risk, skills, location and automation.
Demonstrates proficiency in storytelling with data to drive executive alignment and decision velocity.
Orchestrates senior leader and executive engagement across the strategic workforce planning process to ensure cross-functional alignment on assumptions, standards, and execution accountabilities.
Integrates common workforce planning language and rigor across HR, Finance, and the business to drive cohesive enterprise outcomes.
Leads change management programs and practices within assigned projects and programs.
Consults on organizational redesign for major work transformations.
Shapes the operating model for how and where work happens at scale.
Identifies talent, trends and opportunities with clear value/risk cases and adoption paths to drive the future of work.
Ensures workforce plans yield enterprise outcomes, including costs, productivity and staffing mix aligned to risk and compliance frameworks.
Drives adoption of workforce planning tools and standards, and drives measurable outcomes including but not limited to: cost of action/inaction, productivity, efficiency, skills coverage, staffing mis (employee, contractor, etc.) and location.
Leads SWP governance and standards.
Contributes thought leadership to continuously mature the enterprise workforce planning function.
Maintains subject matter expertise in Human Resources trends, programs and solutions, and annual planning processes.
Translates plans into prioritized actions (hiring, reskilling, automation pilots, vendor/contractor decisions) with clear owners and timelines.

Benefits

medical/prescription drug coverage (with a Health Savings Account feature)
dental and vision options
employee and spouse/child life insurance
short and long-term disability protection
401(k) with PNC match
pension and stock purchase plans
dependent care reimbursement account
back-up child/elder care
adoption, surrogacy, and doula reimbursement
educational assistance, including select programs fully paid
a robust wellness program with financial incentives
maternity and/or parental leave
up to 11 paid holidays each year
9 occasional absence days each year, unless otherwise required by law
between 15 to 25 vacation days each year, depending on career level; and years of service.