Workforce Planning - Senior Manager
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Job Description
Role Purpose:
Developing and articulating strategies to align with the workforce planning total reward and talent management with organizational objectives. Collaboration with leadership ensures alignment with corporate strategies and anticipation of future talent needs. Cultivating partnerships advocating initiatives and mitigating risks drive organizational effectiveness. Establishing performance metrics ensures resilience and continuous improvement of the talent pipeline.
Responsibilities:
- Develop and articulate the overarching strategic direction for workforce planning total reward and talent management initiatives. This involves understanding the organizations mission vision and objectives and translating them into actionable workforce strategies.
- Ensure that workforce planning strategies align closely with the broader corporate strategy and objectives. This may involve collaborating with executive leadership to understand business priorities and identifying how the workforce can support and drive the achievement of those goals.
- Conduct thorough research and analysis of internal and external factors influencing workforce trends such as demographic shifts technological advancements and industry dynamics. Use datadriven insights to anticipate future talent needs and develop proactive strategies to address them.
- Cultivate strategic partnerships with external stakeholders such as industry associations academic institutions and consulting firms to stay informed about best practices and emerging trends in workforce planning and talent management. Leverage these partnerships to access expertise and resources that can inform strategic decisionmaking.
- Serve as a vocal advocate for workforce planning and talent management initiatives within the organization effectively communicating the importance of these strategies to senior leadership board members and other key stakeholders. Build consensus and garner support for strategic priorities through compelling presentations and persuasive arguments.
- Identify potential risks and challenges associated with workforce planning and talent management strategies such as skills shortages succession gaps or regulatory compliance issues. Develop contingency plans and mitigation strategies to address these risks and ensure the resilience of the organizations talent pipeline.
- Establish key performance indicators (KPIs) and metrics to measure the effectiveness of workforce planning and talent management efforts. Regularly monitor and evaluate performance against these metrics adjusting strategies and priorities as needed to drive continuous improvement.
- Leadership
Assertiveness and Conflict Resolution
Fostering Learning and Development
Inspiring and Leading Others
Leading Change and Cultivates Innovation
Visioning and Alignment
- Behavioural
Drives Achievements
Ethics & Compliance
Timely Decision Making
- Technical
Manpower Planning
Organisation Design
Talent Management Design
Employment Type
Full Time
