Workforce Planning Talent Partner

Greater Giving, Inc.; Atlanta (GA); Hybrid; USD 100,000 - 130,000; Full time

Benefits offered by this job

Medical coverage

Paid time off

Wellness week

Job summary

Greater Giving, Inc. seeks a Senior Talent Partner in Atlanta, Georgia, to lead workforce planning and analytics.

The ideal candidate will have over 10 years of experience in workforce planning within global organizations, ensuring alignment between talent strategies and business objectives. Responsibilities include building workforce models, conducting gap analyses, and serving as a strategic advisor to business leaders.

This hands-on role combines strategic oversight with operational execution, offering the opportunity to shape the future of global talent management.

Qualifications

• 10+ years of dedicated experience in workforce planning or HR analytics.
• Deep expertise in WFP methodologies including forecasting and gap analysis.
• Advanced proficiency in statistical analysis and data modeling tools.

Responsibilities

• Build processes for data-driven insights into global talent needs.
• Conduct gap analyses to identify future talent surpluses or deficits.
• Serve as primary connector between HR and business on WFP matters.

Skills

WFP methodologies

Statistical analysis

Financial acumen

Teamwork

Agility in dynamic environments

Education

10+ years in workforce planning or HR analytics

Tools

Workday HCM

Excel

Python

R

Job description

Location: Atlanta, Georgia, United States

Ready to take your career global? Make your mark at one of the biggest names in payments. We’re looking for a Senior Talent Partner (Workforce Planning) to join our ever-evolving Talent & Partnering team and help shape the future of global commerce.

About the team

The Talent & Partnering Team plans the Global Payments talent strategy end to end - designing the organization, defining the resources and pipeline to build, developing critical capabilities, and setting clear accountability. By placing the right leaders to drive the strategy and the right team members to deliver it, the team ensures fast, effective execution. Partnering closely with the business, Talent & Partnering equips teams, reinforces accountability, and helps us Win as One Team through Talent Acquisition, Talent Partnering, Organization Design, Succession Planning, Workforce Planning, and Executive Effectiveness.

Actual Team Talent Programs & Planning Team

The Talent Programs & Planning team equips the organization with tools to design structures that deliver the strategy, builds succession pipelines for critical roles, and drives workforce planning to identify current and future skill and capacity needs. They maintain continuous accountability through Talent KPIs and run special programs that accelerate priority talent initiatives.

What you'll own

This leader will build the processes, systems, and models required to provide data-driven, forward-looking insights into our global talent needs. Operating in a dynamic integration environment, they will ensure workforce planning is agile and responsive—enabling us to meet immediate business goals while also building for the future. They will translate long-range strategic business plans into actionable workforce strategies, ensuring we have the right people with the right skills in the right locations to achieve our objectives. This is a hands‑on, strategic role that serves as the central hub for all workforce-related forecasting, planning, and analytics—empowering the organization to act decisively and adapt quickly as business needs evolve. This role will be located in Cincinnati, OH or Atlanta, GA.

• Build basic workforce planning function
• Develop recommendations for agile approach to workforce planning at Global Payments starting simple and maturing
• Influence and gain buy-in for workforce planning with leaders across the enterprise
• Co-lead workforce planning technology implantation
• Partner with peers and across the HR function for integrated workforce plan (skills, succession, location strategy, talent acquisition, etc.)

Forecasting, Modeling & Action Planning

• As we mature, develop forecasting models based on business growth targets, financial plans, and productivity assumptions
• Create supply models that account for internal talent movement (promotions, transfers, attrition) and external labor market trends.
• Conduct gap analyses to identify future surpluses or deficits in critical roles and skill sets
• Build and run scenario models to assess the workforce impact of strategic initiatives such as M&A, new market entry, or major technology shifts
• Lead the annual / quarterly strategic workforce planning cycle in close partnership with Finance and business leaders
• Translate model outputs into concrete workforce plans, outlining specific strategies for talent acquisition, internal mobility, leadership development, and reskilling to address identified gaps

Business Partnership & Advisory

• Serve as the primary "connector" between HR, Finance, and the business on all WFP matters
• Act as a strategic advisor to business leaders, using data to challenge assumptions and co-create effective talent strategies
• Educate and upskill HR and business partners on the principles and practices of workforce planning

What you bring

• 10+ years of dedicated experience in a workforce planning, HR analytics, or people analytics role within a complex, global organization
• Deep, hands‑on expertise in WFP methodologies, including demand/supply forecasting, scenario modeling, and gap analysis
• Advanced proficiency in statistical analysis and data modeling tools (e.g., advanced Excel, Python, R, or similar)
• Expertise in Workday HCM and its workforce planning modules, including a proven track record of designing and implementing the system for WFP
• Strong financial acumen and experience partnering closely with Finance on headcount planning and budget alignment
• Demonstrated ability to translate complex data into a compelling strategic narrative for an executive audience
• Growth mind‑set, team player, who is ready to work closely with peers to build a brand new, fully integrated new function
• Ability to pivot and work in an agile way in a dynamic environment

About the team

Our inclusive and global teams win together every day. We’re proud to have the best minds in the industry, who you can learn from as you grow your career. The people, the energy, the connections – it’s unmatched. Come and be part of an ever-evolving company and get dynamic opportunities that go beyond borders.

EEOC Statement

Worldpay is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here.

If you are made a conditional offer of employment and will be working in the United States, you will be required to undergo a drug test. In developing this job description care was taken to include all competencies and requirements needed to successfully perform the position. Reasonable accommodations will be provided for individuals with qualified disabilities both during the hiring process, as well as to allow the individual to perform the essential functions of the job, if hired.

My Health

We offer access to medical coverage that supports the health and wellbeing for you and your family.

My Money

In addition to base salary, you may be eligible for bonuses and/or equity awards, determined by role, level, impact, and our policies.

My Lifestyle

We have a dedicated Wellness Week each year – which includes an extra paid day off - so you can take time to relax, recharge and invest in your wellbeing.

My Family

FLEX, our family inclusion community, offers support for all Globalpayers at every stage, from raising families to caring for loved ones

My Time Off

We offer paid time off and public holidays so you can rest, recharge and spend time on what matters most.

Privacy Statement

Global Payments is committed to protecting the privacy and security of all personal information that we process in order to provide services to our clients. For specific information on how Global Payments protects personal information online, please see the Online Privacy Notice.

Sourcing Model

Recruitment at Global Payments works primarily on a direct sourcing model; a relatively small portion of our hiring is through recruitment agencies. Global Payments does not accept resumes from recruitment agencies which are not on the preferred supplier list and is not responsible for any related fees for resumes submitted to job postings, our employees, or any other part of our company.