Head of Enterprise Workforce Planning & Transformation

Aristocrat Gaming

Sydney

On-site

AUD 210,000 - 320,000

Full time

14 days+

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Job summary

Aristocrat Gaming is seeking a transformational leader to design and build a next-generation enterprise planning capability that links talent, strategy, and financial performance across a global technology and gaming business.

You will architect the future-state planning, modernise processes, leverage AI-enabled insights, and partner with senior executives to redefine workforce decisions. This role demands deep experience in finance transformation and advanced analytics.

Qualifications

Minimum of 12+ years’ experience across Finance Transformation, FP&A, Workforce Planning, Analytics, or related roles in complex global organisations.
Experience leading enterprise transformation programs with governance, roadmap, and benefits realisation.
Structured problem solver with strong data and financial analysis skills.
Strategy development through to implementation.
Experience redesigning finance or planning processes, operating models, governance structures, and decision forums across complex groups.
Strong transformation delivery capability including roadmap, dependency management, risk mitigation, and executive status reporting.
Experience using data, automation, AI-enabled tools, and advanced analytics to improve planning quality and forecasting.

Responsibilities

Define and implement a future-state operating model across Finance, P&C, BUs, Corporate Functions, and Enterprise Data & Analytics.
Redesign the end-to-end workforce planning cycle from strategic demand through to budget, forecast, reporting, and executive decision-making.
Lead the enterprise workforce planning transformation, including rationale for change and governance.
Translate strategic priorities into governed workforce plans with executive partnership.
Drive standardisation of planning data, reporting standards, governance routines, and approval pathways.
Deliver robust workforce budgets and forecasts covering headcount, labour costs, contractors, and related investments.
Own consolidated headcount forecasting including workforce trends, vacancies, hiring pipelines, attrition, and labour cost movements.
Develop workforce scenarios for growth, efficiency, redesign, acquisitions, and restructuring.
Collaborate with the Regional Centre of Excellence on reporting, dashboarding, and self-service analytics.