Workforce Strategy and Planning Specialist Principal

Illuminate USA•Pataskala, OH

9d•Onsite

About The Position

The Workforce Strategy and Planning Specialist Principal will specialize in aligning our human capital with our long-term business goals while also generating a resource management system capable of optimizing current resource allocation. This role is responsible for knowing the current resource needs, financial forecasting for a future resilient workforce, analyzing skills gaps, scenario modeling for market demand and automation, and recommending talent strategies as well as organizational structure capable of delivering the right people in the right role at the right time. This role is an enterprise integrator who partners closely with Executive Leadership, HR, Talent Management and Finance to ensure resource management initiatives and program investments are aligned and translated into business output. The ideal candidate is someone who enjoys taking the complex and making it simple. Our Workforce Strategy and Planning Principal is a critical thinker and problem solver who enjoys analyzing data and synthesizing business information to deliver actionable talent strategies with aligned tools and programs.

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

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.
Develop data models to project long-term headcount supply and demand against corporate growth targets and financial metrics.
Segment the current associate population to map existing capabilities and identify systemic risks, future talent shortages, or areas prone to technological obsolescence.
Facilitate organizational design discussions and model "what-if" scenarios to insulate the business against sudden labor market shifts, technology disruptions and equipment automation.
Partner with HR, Talent and Finance (FP&A) to reconcile human capital plans with operating budgets, ensuring headcount adjustments remain financially viable.
Collaborate with Talent Management to align strategic initiatives with business needs and build internal mobility frameworks, leadership succession tracks, and training initiatives.
Transform complex workforce analytics and labor market trends into simple and scannable dashboards, reports and presentations to senior leadership