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Head of Workforce Strategic Planning

Head of Workforce Strategic Planning

  • Location

    London, England

  • Sector:

    Change Management, Recruitment / Talent Acquisition

  • Type:

    Interim

  • Salary:

    £550 - £700 per day + inside IR35

  • Contact:

    Claire Stradling

  • Contact Email:

    Claire.stradling@pro-recruitment.co.uk

  • Salary:

    700

  • Salary:

    550

  • Reference:

    BBC569

  • Published:

    12 days ago

  • Duration:

    6 months

  • Expiry Date:

    06 February 2022

  • Startdate:

    ASAP

Strategic Workforce Planning Specialist
Birmingham
£650-£700 a day

The organisation has a complex combination of short, medium and long term resource requirements. For the short term they need to ensure the right numbers and types of resources in place. In the medium term they need to ensure that the organisation and supply chain can pivot and adapt to the shifting nature of the programme, through to the long-term commitment to ensure a skills legacy for the country. The purpose of the job is to develop and implement the strategic workforce plan, working within the business planning process, to move beyond tactical resourcing requirements to provide strategic skills planning.


To effectively do this the role holder will have to collaborate across HR, finance and programme stakeholders (internal and external) to identify development of resourcing and talent strategies to acquire, develop and transition the skills and capabilities required as the programme evolves.

  • Develop and implement a workforce planning approach that is integrated with the business planning process
  • Develop a workforce development reporting process that enables clear communication of organisational employment dynamics.
  • Identify resourcing requirements for the short term (less than 1 year), medium term (1-3 years), and long term (3 years plus) through a detailed understating of the business plan and deliverables. Allocate costs where appropriate for business budget planning purposes.
  • Create forecasting and capacity models to plan for future demand, growth and channel shifts
  • Collaborate across key HR stakeholders and teams to ensure that plans are integrated and maximise priorities and activities across the function.
  • Liaise closely with Heads of HR to forecast recruitment activity and skills development. Identify critical skills, business capability gaps and obsolete roles.
  • Scan the external environment and seek out sources of data and intelligence to allow provision of expert strategic advice around building a workforce for the future.
  • Work with Finance and the Data, MI and Systems team on analysis of workforce data. Track the ratios of permanent versus other resource types and review workforce costs whilst focusing on the numbers and skill needed to deliver the programme effectively.
  • Prepare headcount planning reports to aid business decisions around workforce requirements. Provide Talent Management analytics such as succession metrics, workforce planning data, attrition analysis, labour market data or other reporting as required.
  • Provide recruitment forecasting intelligence for the Resourcing Specialists.
  • Liaise with neutral vendor on skills and capabilities that may be required on a temporary basis and potential for these to be resourced when required
  • Communicate strategic resourcing priorities to senior stakeholder in an engaging way, through formal presentations, standard management reporting and periodic reporting.
  • Interact with and fully utilise the functionality of HRIS to support the delivery of an agile workforce, working with the Data, MI and Systems team.
  • Assist on project-based tasks as appropriate.


Essential Knowledge

  • Substantial knowledge of workforce trends including (for example) global mobility, government influence, micro and macro employment trends, skills developments.
  • Experience within large, complex organisations is essential
  • Understanding of business planning processes
  • Understanding of resourcing commercial requirements particularly utilisation, headcount, and other key business performance indicators
  • HRIS Systems experience (Taleo, Peoplesoft), Oracle Enterprise BI suite
  • Experience developing workforce planning and modelling.
    Experience leveraging technology to drive efficient and effective resourcing solutions


This is a complex resourcing environment with multiple different sources of workforce, short term challenges, and long-term aspirations, where you will fully utilise your workforce planning experience on a key project for the UK

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