Workforce Strategy and Planning Specialist Principal

Illuminate USA•Pataskala, OH

10d•Onsite

About The Position

Located in the heart of Central Ohio, Illuminate USA is transforming solar panel manufacturing from our cutting-edge facility in Pataskala. As a new standalone joint venture established by two global leaders in renewable energy, we’ve rapidly grown to over 1,500 associates and are now fully operational in our 1.1 million-square-foot factory. Our vision is to establish one of the largest solar panel manufacturing operations in the Western Hemisphere. This is an exciting time to join Illuminate USA as we continue to grow and innovate. We’re not just building solar panels—we’re building a team of dedicated, passionate associates eager to make a real impact. If you’re looking to be part of a collaborative, people-focused, and forward-thinking workplace, we want to hear from you! We offer competitive pay, comprehensive benefits, and continuous opportunities for career growth. Come join us on this journey to create a brighter, more sustainable future in the Columbus area.

Requirements

Bachelor’s degree in HR, Business, Finance, Human Capital, Statistics, Economics, or a related field (MBA or advanced degree preferred)
8+ years of experience in HR analytics, workforce planning, or related roles.
Advanced proficiency in Microsoft Excel (VLOOKUPs, pivot tables, complex logic modeling) and data manipulation.
Hands-on experience extracting talent metrics out of Human Resources Information Systems such as Workday.
Familiarity with corporate analytics or business intelligence software (e.g., Power BI).
Exceptional presentation and verbal communication skills with maturity capable of handling highly sensitive, confidential organizational data.

Responsibilities

Headcount Planning & Control System: Design, build and deliver a resource planning and control reporting system capable of providing leadership with real-time understanding of the daily process coverage needs and gaps.
Capacity Modeling: Develop data models to project long-term headcount supply and demand against corporate growth targets and financial metrics.
Skills Gap Analytics: Segment the current associate population to map existing capabilities and identify systemic risks, future talent shortages, or areas prone to technological obsolescence.
Strategic Scenario Planning: Facilitate organizational design discussions and model "what-if" scenarios to insulate the business against sudden labor market shifts, technology disruptions and equipment automation.
Cross-Functional Synergy: Partner with HR, Talent and Finance (FP&A) to reconcile human capital plans with operating budgets, ensuring headcount adjustments remain financially viable.
Upskilling & Continuity Roadmaps: Collaborate with Talent Management to align strategic initiatives with business needs and build internal mobility frameworks, leadership succession tracks, and training initiatives.
Executive Storytelling: Transform complex workforce analytics and labor market trends into simple and scannable dashboards, reports and presentations to senior leadership