Strategic Workforce Planning Analyst

AES; Buenos Aires; Híbrido; ARS 900.000 - 1.300.000; Jornada completa

Descripción de la vacante

AES busca un Senior Analyst de Strategic Workforce Planning para traducir planes de negocio en requerimientos de personal, analizar tendencias de la fuerza de trabajo y desarrollar modelos y escenarios para informar decisiones.

Colaborarás con Business, HR y Finanzas para identificar necesidades futuras, brechas de capacidad y riesgos, y apoyar planes de acción Build‑Buy‑Borrow, presentando conclusiones y recomendaciones a líderes.

Formación

• Bachelor’s degree in Business, Analytics, Statistics, Finance, or related field; Master’s preferred.
• 5 years of experience in Strategic Workforce Planning, Workforce Planning, People Analytics, Financial Planning, Business Analytics, Consulting, or a related analytical discipline.
• Advanced English and strong analytical/problem-solving skills.

Responsabilidades

• Translate business strategy into future workforce demand, headcount, and capabilities.
• Analyze current and future workforce supply using data and labor-market intelligence.
• Identify gaps and risks in capacity, skills, and critical roles.
• Develop scenarios to evaluate demand, productivity, automation, and attrition effects.
• Collaborate with HR teams to validate assumptions and craft workforce strategies.
• Support action plans using Build, Buy, Borrow, and Bot strategies.
• Present insights and recommendations to business and HR leaders.

Conocimientos

Advanced English

Analytical skills

Problem-solving

Data analysis

Educación

Bachelor’s degree

Master’s degree

Herramientas

Power BI

Tableau

SQL

Excel

PowerPoint

Descripción del empleo

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At AES we are looking for a Strategic Workforce Planning Senior Analyst

Strategic Workforce Planning Senior Analyst

The Strategic Workforce Planning Senior Analyst supports the development of mid- and long-term workforce strategies by translating business plans into workforce requirements, analyzing workforce trends and capabilities, and developing models and scenarios to inform decision-making. The role partners across Business, HR, and Finance to identify future workforce needs, capacity and capability gaps, organizational risks, and opportunities, translating complex data and assumptions into actionable insights and recommendations.

Main Responsibilities:

• Translate business strategy, growth plans, operating model changes, and productivity assumptions into future workforce demand, including headcount, skills, roles, and capabilities.
• Assess current and future workforce supply using internal workforce data, talent trends, attrition, mobility, retirement risk, skills availability, and external labor-market intelligence.
• Conduct workforce demand and supply gap analysis to identify future capacity, capability, skills, critical-role, and talent risks and opportunities.
• Develop workforce scenarios and sensitivity analyses to evaluate how changes in business demand, productivity, technology, automation, AI, attrition, and other assumptions may affect workforce requirements.
• Collaborate with business leaders, HRBPs, Headcount Planning, Talent Acquisition, and other HR teams to understand business needs, validate assumptions, and develop potential workforce strategies.
• Support the development of workforce action plans to address identified gaps using the Build, Buy, Borrow, and Bot strategies, evaluating the appropriate combination of talent development, external hiring, alternative workforce solutions, retention, and technology or automation.
• Quantify and evaluate the potential impact, timing, feasibility, and trade-offs of workforce strategies to support informed decision-making.
• Monitor workforce plans, key assumptions, and identified gaps over time, highlighting changes that may require adjustments to workforce strategies or actions.
• Translate workforce analysis into clear insights, recommendations, and presentations for business and HR leaders.
• Support the continued development of Strategic Workforce Planning methodologies, models, tools, and governance to enable a consistent and scalable planning approach.

Qualifications:

• Bachelor’s degree required in Business, Analytics, Statistics, Finance, or a related field; Master’s degree preferred.
• 5 years of experience in Strategic Workforce Planning, Workforce Planning, People Analytics, Financial Planning, Business Analytics, Consulting, or a related analytical discipline.
• Advanced English
• Strong analytical and problem-solving skills, with experience analyzing complex data and developing models, forecasts, or scenarios to support business decisions.
• Understanding of workforce planning concepts, including workforce demand and supply, gap analysis, scenario planning, and workforce action planning.
• Ability to connect business needs, operational assumptions, and workforce data to identify trends, implications, and potential workforce needs.
• Ability to translate analysis into clear insights, recommendations, and presentations for business and HR stakeholders.
• Strong proficiency in Microsoft Excel and PowerPoint; experience with Power BI, Tableau, SQL, workforce planning platforms, or other analytics tools is preferred.
• Ability to work independently, learn quickly, manage ambiguity, challenge assumptions constructively, and navigate multiple priorities in a changing environment.
• High level of attention to detail, judgment, and discretion when working with sensitive workforce information.