Strategic Workforce Planning & Performance Lead

Cancer Research UK; Greater London; Hybrid; GBP 58,000 - 60,000; Full time

Job summary

A prominent health charity in London is seeking a Strategic Workforce Planning and Performance Lead. The role involves leading workforce planning initiatives, translating workforce scenarios into actionable insights, and managing the People Plan roadmap. Ideal candidates will demonstrate strong expertise in Strategic Workforce Planning and effective communication with senior stakeholders. This position offers a competitive salary and encourages applicants from diverse backgrounds.

Qualifications

• Proven experience in Strategic Workforce Planning, modelling demand/supply.
• Ability to convert insight into decision-ready storytelling.
• Experience in managing a People Plan roadmap, tracking dependencies and risks.

Responsibilities

• Lead Strategic Workforce Planning to identify future workforce needs.
• Translate workforce scenarios into risks and options for decision-making.
• Prepare governance updates to present People Plan progress.

Skills

Strategic Workforce Planning expertise

Skills-based planning literacy

Data interpretation

Strong portfolio skills

Effectiveness in stakeholder communication

Job description

STRATEGIC WORKFORCE PLANNING AND PERFORMANCE LEAD

Salary: £58,000 - £60,000 per annum

Reports to: Head of Organisational Effectiveness

Directorate: Chief Operating Office

Working hours: 35 hours per week

Location: Stratford, London w/ high-flex (1 – 2 days per week in the office)

Closing date: 23:59 7th December

Please note: You must be eligible to work in the UK to apply for this vacancy. Cancer Research UK is not able to offer visa sponsorship.

Summary of Role’s Main Purpose

Leads Strategic Workforce Planning (SWP) and owns planning & performance for the People Plan. Enables consistent SWP cycles with HRBPs, turns scenarios into prioritised actions and trade-offs, and maintains a clear, timely view of progress, risks and impact. Embeds simple routines and measures across HR so delivery stays on track and decisions happen at the right time.

Key Responsibilities

• Lead Strategic Workforce Planning (SWP) to guide HR teams in running consistent planning cycles and identifying future workforce needs.

• Translate workforce scenarios into clear risks, gaps and options to support long-term decision-making and prioritisation.

• Define and monitor critical roles and skills to inform build–buy–move strategies and shape People Plan actions.

• Own the People Plan roadmap to track progress, manage dependencies and provide clear recommendations to senior stakeholders.

• Embed planning and performance routines across HR to ensure consistent ways of working and build capability in teams.

• Prepare governance updates to present People Plan progress, support decision-making and ensure actions are followed through.

• Work with Data & Insight colleagues to shape the questions, indicators and narrative that drive meaningful analysis and reporting.

• Work with HR People Analytics Manager to manage dashboard development priorities to ensure reporting tools meet planning needs without duplicating effort.

• Support HR leaders and workstream owners to interpret insights and take action that improves delivery and impact.

• Use resources effectively including time, data and external support, to maximise value and ensure alignment with CRUK’s goals.

• Ethical, inclusive practice: Safeguard fairness, accessibility and confidentiality throughout assessments, decisions and opportunities.

• Committed to Cancer Research UK’s vision to bring forward the day all cancers are cured.

• Undertake other tasks as necessary to contribute to the team objectives and those of Cancer Research UK.

Key Technical Skills, Knowledge, Experience and Behaviours

Minimum Criteria

• Brings proven Strategic Workforce Planning expertise , modelling demand/supply and scenarios with clear assumptions and ranges and applying disciplined methods that HRBPs can use consistently.

• Uses skills-based planning literacy (role–skill mapping, proficiency definitions, criticality signals) to identify gaps and shape practical build–buy–move options.

• Works in Partnership with HR People Analytics Manager to iInterprets workforce trends confidently, blending internal patterns (attrition, movement, productivity) with external labour-market signals to inform long-term choices.

• Manages the People Plan roadmap with strong portfolio skills—tracking progress, dependencies, risks and benefits—and surfacing decision points at the right time.

• Converts insight into decision-ready storytelling, defining a small set of meaningful indicators and producing concise options and trade-offs for senior audiences.

Additional Criteria

• Partners effectively with data teams, shaping questions, measures and definitions, and reading dashboards/forecasts without duplicating analytical build.

• Lifts planning & performance capability across HR by creating simple tools and running short clinics that make routines stick and improve delivery.

• Change adoption & enablement: evidenced ability to establish new planning/performance ways of working and show uptake and outcomes.

• Stakeholder influence & communication: credibility with senior leaders; clear framing of trade-offs; succinct, decision-oriented papers.

• Inclusive practice & accessibility: confidence designing planning approaches that are fair, accessible and mindful of equity impacts on different groups .

Our vision is to create a charity where everyone feels like they belong, benefits from and participates in, the work we do. We actively encourage applications from people of all backgrounds and cultures, in particular those from ethnic minority backgrounds who are currently under‑represented.

We want to see every candidate performing at their best throughout the job application process, interview process and whilst at work. We therefore ask you to inform us of any concerns you have or any adjustments you might need to enable this to happen. Please contact [e-mail] or 0 20 3469 8400 as soon as possible.

Unfortunately, we are unable to recruit anyone below the age of 18, so that we can protect young people from health & safety and safeguarding risks.