Director, Workforce Planning & Talen Acquisition - Hybrid

Job Type

Full-time

Description

The Director, Workforce Planning & Talen Acquisition plays a critical role in managing and maintaining accurate organizational data related to position management and reporting on workforce metrics. This position requires a leader adept at merging advanced data analysis with strategic HR initiatives. As a strategic thinker, the Director, Workforce Planning & Talen Acquisition is responsible for aligning organizational structure, ensures data integrity in HR Systems and provides actionable insights to the organization ensuring readiness to address future demands. The Director, Workforce Planning & Talen Acquisition will have a strong analytical mindset, proficiency in HR systems, and a deep understanding of global workforce management practices.

Requirements

• Position Management:
• Oversee and maintain accurate position data within the organization’s HR systems (e.g., Dayforce, Workday, SAP).
• Partner with HR and business leaders to create, modify, and close positions as required, ensuring alignment with organizational structure.
• Monitor and resolve discrepancies or issues in position data.
• Global Workforce Reporting:
• Develop and deliver global workforce reports and dashboards, including vacancies, applicant pipeline, turnover, and other key metrics.
• Analyze workforce data to identify trends, gaps, and opportunities, providing actionable recommendations.
• Collaborate with stakeholders to design custom reports that meet business needs.
• Develop comprehensive metrics and reporting frameworks to track workforce efficiency, productivity, and alignment with strategic goals.
• Data Integrity and Compliance:
• Ensure the accuracy and integrity of position-related data across all HR systems and processes.
• Conduct regular audits of position and reporting data to maintain compliance with organizational policies and global regulations.
• Support the preparation of position management data for audits and regulatory reviews.
• Process Improvement:
• Identify opportunities to streamline and optimize position management and reporting processes.
• Work closely with HRIS teams to enhance system functionalities related to position and workforce data.
• Implement best practices and standard operating procedures for position management globally.
• Actively listening to and incorporating feedback from a diverse range of stakeholders to refine and improve planning processes.
• Collaboration and Stakeholder Engagement:
• Partner with HR, finance, and operational leaders to align position data with overall business strategies and that they support operational goals and workforce planning initiatives.
• Act as a subject matter expert on global position management and workforce reporting.
• Train HR and operational business partners on position management processes and reporting tools.
• Act as the primary liaison between HR and other departments, fostering strong relationships to ensure workforce planning is fully integrated across the organization and address workforce challenges and opportunities, promoting a cohesive approach to talent management.
• Strategic Contributions:
• Support workforce planning initiatives by providing accurate position and headcount data.
• Drive organizational change initiatives related to workforce restructuring, ensuring effective communication and minimizing impact on employees and operations.
• Recommend organizational design changes to improve efficiency, agility, and employee satisfaction.
• Participate in strategic discussions on company growth, providing insights on workforce implications and strategies.
• Lead the development and application of advanced data analytics methodologies to extract meaningful insights from complex workforce datasets. This includes deploying statistical analysis, trend analysis, and predictive modeling to uncover patterns and insights that inform strategic workforce decisions.
• Translate insights into actionable recommendations, presenting findings to senior leadership in a clear and impactful manner moving beyond traditional reporting, leveraging data science techniques to proactively identify opportunities for workforce optimization and strategic growth.
• Use, protect and disclose patients’ protected health information (PHI) only in accordance with Health Insurance Portability and Accountability Act (HIPAA) standards
  
  

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field.
• Minimum of 8 years of experience in position management, workforce analytics, or HR systems.
• Experience working in a global environment preferred.
• Proficiency in HR systems (e.g., Dayforce, Workday, SAP, Oracle) and reporting tools (e.g., Tableau, Power BI).
• Strong analytical and problem-solving skills with attention to detail.
• Excellent communication and collaboration skills, with the ability to work effectively across cultures and regions.
• Knowledge of global workforce practices, data privacy regulations, and compliance requirements.
• Deep understanding of labor market trends, HR practices, and employment law.
• Demonstrating visionary leadership that inspires trust and confidence across the team and stakeholders.
• Cultivating a high-performance team environment through clear goal setting, performance feedback, and recognition of achievements.
• Encouraging innovation, supporting professional development, and facilitating career growth opportunities for team members.
• Navigating team dynamics effectively, resolving conflicts, and fostering a collaborative team culture.
  
  

Work Environment

• Flexible work environment with potential for hybrid arrangements, depending on organizational needs.
• Occasional travel may be required for global collaboration or training purposes.
• Travel or work outside of regular hours may be required for global collaboration or training purposes.
• Physical Demands: While performing the duties of this job, the employee is occasionally required to move around the work area; Sit; perform manual tasks; operate tools and other office equipment such as computer, computer peripherals and telephones; extend arms; kneel; talk and hear.
• Mental Demands: The employee must be able to follow directions, collaborate with others, and handle stress.
• Work Environment: The noise level in the work environment is usually minimal.
  
  

Med-Metrix will not discriminate against any employee or applicant for employment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, veteran status, other non-merit based factors, or any other characteristic protected by federal, state or local law.