Workforce Planning Talent Partner

Global Payments Inc.; Cincinnati (OH); Hybrid; USD 120,000 - 180,000; Full time

Job summary

Global Payments Inc. seeks a Senior Talent Partner (Workforce Planning) to lead data‑driven workforce forecasting for a global organization. You will design models, deliver actionable insights, and partner with executives to shape talent strategy across locations.

In a hands‑on, strategic role, you will align workforce plans with business goals, enable agile decision making, and collaborate across HR, Finance, and operations to ensure the right talent in the right places.

Qualifications

• Bachelor's degree in HR, business, or analytics required.
• 10+ years of workforce planning, analytics, or related experience in a global org.
• Proven ability to translate data into executive-ready insights.

Responsibilities

• Build data-driven workforce plans and forecasting models for global needs.
• Lead workforce planning initiatives aligning with finance and business leaders.
• Partner with HR and Finance to develop integrated talent strategies.

Skills

Workforce planning

HR analytics

Data modeling

Excel (advanced)

Python/R

Workday HCM

Executive storytelling

Stakeholder management

Education

Bachelor's degree in HR/Business Analytics

Tools

Workday HCM

Excel

Python

R

Job description

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.

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 an 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 implementation
• Partner with peers and across the HR function for an 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 and 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 workforce planning, HR analytics, or people analytics 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 (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 with Finance on headcount planning and budget alignment
• Demonstrated ability to translate complex data into a compelling strategic narrative for an executive audience
• Growth mindset, team player, ready to work closely with peers to build a brand‑new, fully integrated function
• Ability to pivot and work in an agile way in a dynamic environment

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. Reasonable accommodations will be provided for individuals with qualified disabilities, both during the hiring process and to allow the individual to perform the essential functions of the job, if hired.