Director Workforce Planning

About this role

Responsibilities

• Assist in the build and maintenance of workforce analytics dashboards tracking headcount, attrition, span of control, internal mobility, time-to-fill, and labor cost trends. Partner with Finance to align workforce plans with the annual operating budget and multi-year strategic plan. Leverage HRIS, workforce management, and people analytics platforms to drive data-informed decisions.
• Serve as the enterprise HR lead for all merger, acquisition, affiliation, and divestiture transactions — from initial due diligence through integration or separation completion. Lead HR due diligence workstreams, assessing target organization headcount, compensation structures, benefit liabilities, employment agreements, restrictive covenants, open litigation, and cultural considerations. Develop and execute HR integration or separation plans, including workforce mapping, role harmonization, reporting structure design, and transition timelines. Conduct post-close integration reviews to assess workforce stabilization, retention risk, and cultural integration progress. Maintain an M&A HR playbook and divestiture readiness toolkit; and continuously refine based on needs of the organization.
• Develop organization charts, transition-state designs, and future-state blueprints to guide restructuring initiatives. Support workforce reductions, role eliminations, and restructuring events — including severance modeling, WARN Act compliance, and selection process governance. Partner with Total Rewards on job architecture, job leveling, and titling conventions to ensure structural consistency across the enterprise.
• Draft, edit, and refine communications for a range of audiences — from frontline employees to the Board of Directors — ensuring clarity, consistency, and alignment to organizational voice. Assist in the development of communication plans and cadences for major HR initiatives. Collaborate with Communications. Maintain an HR communications library and ensure all people-facing content is current, accessible, and compliant.
• Provide HR Business Partner support to enterprise shared services functions (e.g., Finance, IT, Legal, Procurement, Supply Chain, Communications) as a backup resource. Partner with HRBPs across the enterprise to ensure consistent application of HR programs, policies, and practices within supported functions.