Workforce Planner
Keywords for Sourcing: Data/Metrics Analysis; People Analytics; Work Force Planning; Human Capital Planning
Contractor Role | *** NTE BR
Core Job Posting Data Position I
Position Title: HR Analyst II
Number of Positions Needed: 1
Length of Contract: 12 – 15 months (potentially extend)
Location/Site: Supporting Corporate HR AP34
Remote, 100% Onsite, or Hybrid Onsite Schedule: No preference, fully remote is fine, ability to align to CST schedules highly preferred
Bill Rate: ***
What are the top 3-5 skills, experience or education required for this position:

• Solid analytical and problem-solving skills; prior headcount budget, forecasting, and / or headcount management experience preferred.
• Proven experience in working with large sets of data in Excel, R (or other programming languages such as SQL).
• Solid analytical and problem-solving skills; prior headcount budget, forecasting, and / or headcount management experience preferred.
• Technical expertise in visualization platforms (Power BI, Tableau, etc.) and forecasting tools (Visio Planning) preferred.
• 4+ or more years of relevant work experience, bachelors’ degree preferred, but is not required
• Ability to speak comfortably in public forums: Running their own trainings; not shy and able to elaborate on data being presented

Keywords for Sourcing: Data/Metrics Analysis; People Analytics; Work Force Planning; Human Capital Planning
Interviews: One, possibly two 30-minute Teams Meeting meetings/review.
Looking for someone with a strong bent toward data, technical abilities, etc. But must also be comfortable and effective with communication across functions and business.
About Human Capital PlanningThe human capital landscape is rapidly evolving, and the role of HR is changing significantly across industries. Advances in digitization, data, and workforce dynamics presents notable opportunities and challenges that HR needs to contend with –and fast. To succeed in this environment, the Human Capital Planning function has been established within our Human Resources organization with the ambition to guide strategic human capital decisions fueled by data and power ***’s human capital management processes with more integrated technologies and user-centric digital capabilities. The Human Capital Planning team by developing the Human Capital Planning capability, building, and leveraging operational workforce reporting, and aligning to other planning processes.
Position
As a key member of the Human Capital Planning (HCP) team, this full-time contractor role will work closely with the Director, Human Capital Planning and other team members to expand the HCP capability across our organization. This position will partner with a cross-section of stakeholders from across Finance, Business, and HR COEs in the design, development, and execution of HCP processes. In addition to developing and owning the Human Capital Planning process, this position will serve as a key liaison/consultant to create and facilitate best in class workforce planning and headcount management enabling business growth and forecasts across the Enterprise. As we develop our workforce planning capabilities, this individual will leverage their analytical ability and passion for data to create a strong foundation for our total workforce ecosystem. They will enjoy digging into data details and exploring new ways to enhance our workforce data processes.
Key Responsibilities Include

• Partner with Finance and other stakeholders to develop and manage our Headcount Management processes to optimize our ability to collect and maintain accurate workforce demand data.
• Provide guidance and consultation to key stakeholders on all matters related to workforce planning, support ad hoc analysis as well as specific workforce planning activities.
• Present deliverables with emphasis on translating data and results into actionable insights and recommendations for workforce planning.
• Build and manage the annual workforce planning program including collection of workforce demand, skills, authorized headcount, partnering with HR, Finance, and the Business.
• Collaborate with HR Data and workforce data analysts develop forecasts, data models, and dashboards and launch visibility for key stakeholders.
• Support implementation of a robust workforce planning software/digital solutions and analytics platform.
• Lead change management processes, such as supply/demand planning and reconciliation.
• Over time, provide strategic recommendations on potential workforce supply and demand gaps, advising on efficient workforce strategies to remedy.

QualificationsYou are energized by being part of creating a new capability, driving process, and change – at scale. You energize others with your drive and knowledge of workforce data. You have strong business acumen and familiarity with workforce and financial planning. You understand how to link data with the business outcomes and can translate data processes to building our workforce planning capability. You must have the ability to consider issues from multiple perspectives and connect the dots on seemingly disconnected ideas.

• bachelor’s degree preferred but is not required.
• 4+ or more years of relevant work experience. Willing to train for a high-level candidate with interest and drive in learning Human Capital Planning.
• Solid analytical and problem-solving skills; prior headcount budget, forecasting, and / or headcount management experience preferred.
• Proven experience in working with large sets of data in Excel, R (or other programming languages such as SQL).
• Technical expertise in visualization platforms (Power BI, Tableau, etc.) and forecasting tools (Visier Planning) preferred.
• Familiarity with workforce planning, resource management, or human resources.
• Experience participating in large-scale projects, including those with deliverables to senior leaders.
• Excellent interpersonal, problem solving, and project management skills.
• Skilled in translating data to stories.
• Ability to influence the organization towards key program outcomes and that inform human capital decisions.
• Strong executive presence with great attention to detail and excellent interpersonal skills.
• Ability to execute on multiple concurrent deliverables with sense of urgency.

Spotlight Call NotesRecently created a Creative Workforce Management program at ***, we reach out to functions to identify contacts, Workforce Captains, to give them the tools and training to manage their own human capital needs. This will be rolled out to the functional areas over the next year.
This role handles a lot of reporting and data analysis, but also able to handle strong communications between internal candidates.
Are you open to previous experienced individuals with ***. – Yes, if they are eligible to return and have been gone the minimal six months required.
Application experience: – if they have workday, sequel is a plus, experience in Tableau, Power BI, or other data visualization tools would be helpful, Viso would be awesome, but may not be readily found.
Pulling reports and data analysis from these systems
Educational requirements: BA is a requirement, nothing higher is needed as a hard requirement
Would be interested in those with MA as well and they would be considered... would 10 plus years exp be overqualified for this role – probably a bit over qualified with this much experience.
Is Pharma experience required – no, not necessarily – it is a plus, but definitely not a requirement.
As long as they have good skills in Excel – Sequel is a plus, but previous worker did not have this and he worked out fine.
Do you have a time zone preference – corporate office is in Charlotte, SC – if they are within an hour difference of CST but as long as they can work and support CST time zone hours that would be fine.
Reporting to Dave now, but in process of hiring a Director for this team so then would be moved to reporting directly to the Director.
When delivering data to clients, we want to be able to tell the story behind the data and simply not provide the numbers to them. We want to tell the full story, not just deliver the metrics.
What are the extraordinary skills did the previous worker have that you would like to see in the next candidate – they did not have a lot of specific experience, but he had a really big desire to learn and anything you gave him, he would pick it up and do what he could to understand and pick it up as quickly as possible.
Two to three skills that the previous candidate did not have, but you would like to see in candidates: Excel expertise – we use a lot of Excel on this team, we hope to move to move automation in the future, but for now, Excel is being used and they need to be quite literate with Excel. If they have any people analytics or workforce planning experience, this would be quite helpful.
Even though we are an HR team, this role is technical. It is a purple squirrel of sorts, but if they have an HR and IT background, it would be a leg up for this role.
Years’ experience – do not feel too much experience would be a disqualifier, but less than four years related experience they would most likely struggle in this role.
What size of data would this role be managing – 60K employees and we work with historical data, so it is huge data sets.
This is a lot to ask – someone technical, good people skills and can present to internal clients, strong data analysis, WF planning would be a plus.