Strategic Workforce Planner

www.findapprenticeship.service.gov.uk - Jobboard; England; Hybrid; GBP 70,000; Full time

Job summary

A public service organization in Bedford seeks a Strategic Workforce Planner to develop a comprehensive workforce strategy, align it with business goals, and provide actionable insights. Essential skills include analytical prowess and experience with workforce planning tools. A CIPD qualification is desirable. The role offers a hybrid working model and a generous remuneration package of approximately £70,000 per annum.

Benefits

Generous Annual Leave

Pension contributions matched 2 to 1

Interest-free loan for season tickets

Cycle to work scheme

Paid volunteering days

Qualifications

• Proven experience in strategic workforce planning and analytics.
• Strong analytical and modelling skills.
• Ability to influence at senior levels.

Responsibilities

• Lead the development of a long-term workforce strategy.
• Model current and future workforce supply and demand.
• Provide regular reports and insights to senior leadership.

Skills

Analytical skills

Collaboration

Workforce planning tools

Data interpretation

Education

CIPD qualification or equivalent experience

Tools

HRIS (HiBob)

Power BI

Job description

Strategic Workforce Planner

c.£70,000 per annum

Bedford

Fixed Term Contract (12 months)

Hybrid Working

Shape the Future of Workforce Strategy at MaPS

Are you a visionary workforce strategist ready to drive transformation at scale? Join MaPS as our Strategic Workforce Planner and lead the development of a future-focused workforce strategy that aligns with our evolving business model, technological innovation, and service delivery goals. Reporting directly to the Corporate Director of HR Operations, you’ll collaborate across HR, Finance, and Strategy to build integrated workforce models, deliver actionable insights, and influence senior leadership. If you're passionate about data-driven planning, cross-functional collaboration, and making a meaningful impact, this is your opportunity to shape the workforce of tomorrow.

Role Overview

The Strategic Workforce Planner will report directly to Corporate Director of HR Operations. In this role, you will be responsible for:

Key Responsibilities:

Strategic Workforce Planning and Modelling

• Lead the development of a long-term, organisation-wide workforce strategy aligned with MaPS’ transformation roadmap, technological advancements, and strategic objectives.
• Model current and future workforce supply and demand, identifying gaps in skills, capabilities, and capacity over a 3–5 year horizon.
• Translate business and service delivery strategies into workforce implications and actionable plans.

Collaborative Working

• Partner with the Workforce Development Manager to align workforce plans with capability frameworks, job families, and career pathways.
• Collaborate with the Business Architect to ensure workforce planning supports the future operating model and business capabilities.
• Work closely with the Workforce and Resourcing Partner to incorporate current and future resourcing needs into workforce models.
• Partner with the HR Data and Reporting Analyst to analyse workforce data and align insights across dashboards.
• Collaborate with the Head of Operational Improvement to ensure alignment with evolving operational capability needs.
• Work alongside the Corporate Director for Finance to ensure workforce plans are aligned with financial planning and budgets.
• Establish and maintain a shared planning cycle to enable a holistic and integrated workforce view.

Data, Tools, and Infrastructure

• Develop and maintain integrated workforce analytics dashboards and scenario modelling tools.
• Create a strategic workforce planning framework that supports business-as-usual (BAU) resource planning, including:
  • Operational Resource Planning (0–12 months)
  • Tactical Resource Planning (1–3 years)
  • Strategic Workforce Planning (3–5+ years)
• Ensure alignment between workforce data, business architecture models, and organisational KPIs.

Reporting and Insight

• Provide regular reports and insights to senior leadership, highlighting workforce risks, opportunities, and progress.
• Contribute to the development of a unified transformation narrative that connects people, processes, and technology.

Stakeholder Engagement

• Engage with senior leaders, directorates, and programme leads to understand workforce needs and ensure alignment with organisational priorities.
• Facilitate cross-functional planning forums to support continuous alignment and collaboration across HR, Strategy, and Finance.

You will need to demonstrate the following skills and experience.

Essential:

• Proven experience in strategic workforce planning and workforce analytics within a complex organisation.

• Strong analytical and modelling skills, with the ability to design, develop, and interpret complex data scenarios and translate them into actionable insights.
• Proficiency in workforce planning tools, HRIS (ideally HiBob), and data visualisation platforms (e.g. Power BI).
• Demonstrated ability to work collaboratively across functions and influence at senior levels.
• Experience in both strategic and operational workforce planning.
• Strong understanding of workforce trends, including hybrid working, Labour market dynamics, and the evolving technology landscape.

Desirable:

• CIPD qualification or equivalent experience in workforce planning or organisational development.
• Experience in public sector, regulatory, or mission-driven organisations.
• Familiarity with business architecture principles, scenario planning, or systems thinking.

About Us
The Money and Pensions Service (MaPS) is based in Bedford, in a recently renovated modern office. This is a wonderful opportunity for you to become an integral part of a dynamic organisation, working to help people across the UK.

At the heart of the Money and Pensions Service are our values – caring, connecting, and transforming, which are the foundation of our success. They permeate every area of our work and define all our business relationships and the way we work with each other. We’re not only looking for the best people to come and work for us, but we need people who align themselves with our values:

• Caring
  We care about our colleagues and the people whose lives we are here to transform.
• Connecting
  We will transform lives through our ability to make positive connections.
• Transforming
  We are committed to transforming lives and making a positive societal impact.

Our Inclusive Working Environment
By fostering our values, we are immensely proud of the inclusive working environment that we have created. The diversity of our people is a strength that we embrace and wish to build upon, so we are committed to attracting people of all backgrounds. We work hard to ensure that we have a progressive approach to inclusion, equity, and belonging. We really do want our colleagues to “bring their whole selves to work.”

Our colleague and ally networks encompass LGBTQ+, neurodiversity, women’s health, men’s health, ethnicity, and diversity.

What We Offer

• Generous Annual Leave – 30 days plus Bank Holidays
• Pension scheme – contributions matched 2 to 1 (up to 10% of your salary)
• Interest-free loan for season tickets for buses and trains
• Cycle to work Scheme
• Subsidised eye tests & flu jabs
• Life assurance scheme
• Give as you earn scheme
• Employee assistance programme (EAP)
• PAM Assist and PAM Life scheme (Wellbeing)
• Enhanced family and sick pay
• Paid volunteering (2 days a year)
• Recognition Scheme
• Discounts portal to numerous retailers

Flexible Working
At MaPS, we take pride in our flexible approach to work. As standard, we work on a hybrid basis with a minimum of 2 days in the office per week. Hybrid working is a voluntary, non-contractual arrangement and our headquarters in Bedford will be your contractual place of work. The number of days that anyone will be able to work at home will be determined primarily by business needs, but personal and other relevant circumstances will also be considered. If you are successful, any opportunities for hybrid working, including whether a hybrid working arrangement is suitable for you, will be discussed with you prior to you taking up your post.

Career Development
In MaPS, we take career development seriously. We actively encourage and support applications from our existing MaPS colleagues. However, we do follow the Civil Service Commissioner recruitment principles, which means that you will be required to participate in a full, open, and fair process.

Reserve List
If you are successful at interview, we operate a reserve list where your details will be held for up to 6 months. Should a vacancy come available in that time with the same essential criteria, reserve list candidates will be offered that position with no further assessment required.

Application Process
The law requires that selection for appointment to the Civil Service is on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles. If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, in the first instance, you should contact the Money and Pensions Service via email: [e-mail]. If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: Visit the Civil Service Commission website.

Step 1: Submit Your Application

Open: 08th August | Deadline: 25th August

Please submit an up-to-date CV that clearly outlines your recent experience and demonstrates how you meet the criteria for this role.

In addition, provide a cover letter (maximum 500 words) explaining your motivation for applying and why you believe you are a strong fit for the position.

Step 2: Telephone Interview

Between 11th August – 27th August

Candidates who meet the initial criteria will be invited to a friendly, informal telephone interview with the Reed team. This is an opportunity to discuss your experience and gain further insight into the role.

Step 3: Final Stage Interview

Successful candidates will attend a formal interview with the MaPS team.

• Duration: Approximately 1 hour
• Format: Competency-based questions and a presentation.

Job Reference: MaPS00941

Close Date: 25th August 2025

Application Process
The law requires that selection for appointment to the Civil Service is on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles. If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, in the first instance, you should contact the Money and Pensions Service via email: [e-mail]. If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: Visit the Civil Service Commission website.

Step 1: Submit Your Application

Open: 08th August | Deadline: 25th August

Please submit an up-to-date CV that clearly outlines your recent experience and demonstrates how you meet the criteria for this role.

In addition, provide a cover letter (maximum 500 words) explaining your motivation for applying and why you believe you are a strong fit for the position.

Step 2: Telephone Interview

Between 11th August – 27th August

Candidates who meet the initial criteria will be invited to a friendly, informal telephone interview with the Reed team. This is an opportunity to discuss your experience and gain further insight into the role.

Step 3: Final Stage Interview

Successful candidates will attend a formal interview with the MaPS team.

• Duration: Approximately 1 hour
• Format: Competency-based questions and a presentation.

Job Reference: MaPS00941

Close Date: 25th August 2025