Lead Enterprise Workforce Planning Architect

UKG

Madison (WI)

Remote

USD 169,000 - 241,000

Full time

6 days ago

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Job summary

UKG is seeking a Sr. Principal Workforce Planning Consultant to lead the enterprise workforce planning capability and own the planning cycle.

You will create advanced models and insights and advise senior leaders on headcount, hiring capacity, location strategy, and talent supply. You will connect workforce, financial, recruiting, and labor-market data to reveal risks and opportunities, shaping strategy and execution.

Qualifications

10+ years of progressive experience in workforce planning, People Analytics, finance, business planning, data science, or a related field.
Experience building or transforming an enterprise workforce planning capability in a large, complex organization.
Ability to work independently and navigate ambiguity.
Deep expertise in forecasting, scenario modeling, sensitivity analysis, and model validation.
Advanced, hands-on ability to code and build analytical models.
Proficiency with Power BI, Power Automate, Excel, Anaplan, SQL, Python, R, UKG Pro, IBM Planning Analytics, or comparable platforms.
Experience integrating complex workforce, financial, recruiting, and labor-market data with strong data quality and governance.

Responsibilities

Lead monthly, quarterly, annual, and long-range workforce planning cycles with Finance, HRBP, Talent Acquisition, People Analytics, and business leaders.
Build scalable enterprise planning processes, advance models, data, governance, and standards.
Design, code, validate, and maintain workforce demand, supply, capacity, cost, skills, attrition, hiring, and internal movement models.
Connect workforce, financial, recruiting, skills, and labor-market data to reveal risks and opportunities.
Turn business strategy into evidence-based recommendations on headcount, location strategy, and talent deployment.
Advise senior leaders and translate complex analysis into clear decisions and actions.
Lead location and labor-market analyses with Talent Acquisition on recruiting capacity and build/buy/borrow strategies.
Track plans against results and adapt as conditions change.
Automate planning and reporting through Power Automate, AI, and other technologies.
Build workforce planning capability across HR and business with tools, guidance, and training.