Senior Manager Workforce Planning & Forecasting

Job ID: 7221

Business Unit: MTA Headquarters

Location: New York, NY, United States

Regular/Temporary: Regular

Department: Human Resources Data Science

Date Posted: May 1, 2024

Description

JOB TITLE : Senior Manager of Workforce Planning and Forecasting

SALARY RANGE : $115,000 - $125,000

HAY POINTS : 677

DEPT/DIV: People Department

SUPERVISOR : Sr. Director Workforce Planning, Forecast & Position Control

LOCATION : 2 Broadway New York, NY 10004

HOURS OF WORK : 9:00 am - 5:30 pm (7 1/2 hours/day)

This position is eligible for telework which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.

SUMMARY :

The Senior Manager of Workforce Planning and Forecasting is a key figure in steering the organization's strategic workforce planning efforts, utilizing predictive analytics and data science methodologies to precisely anticipate future attrition and staffing requirements. This position requires a leader adept at merging advanced data analysis with strategic HR initiatives, positioning the organization to effectively navigate upcoming challenges and seize opportunities. As a strategic thinker, this individual is responsible for aligning workforce strategies with the organization's overarching objectives, ensuring readiness to address future demands. The Senior Manager will spearhead the creation of advanced forecasting models, analyze workforce trends, and devise strategic plans that foster organizational development and flexibility.

RESPONSIBILITIES :

• Lead the development and execution of long-term workforce plans, aligning them with the company's strategic objectives and operational needs.

• Conduct in-depth labor market research and analysis to inform planning strategies and address potential challenges in talent acquisition.

• Utilize advanced analytics, predictive modeling, and statistical analysis to forecast workforce needs and identify trends, risks, and opportunities.

• Develop comprehensive metrics and reporting frameworks to track workforce efficiency, productivity, and alignment with strategic goals.

• Act as the primary liaison between HR and other departments, fostering strong relationships to ensure workforce planning is fully integrated across the organization.

• Lead cross-departmental initiatives to address workforce challenges and opportunities, promoting a cohesive approach to talent management.

• Work closely with the talent management team to ensure workforce plans are synchronized with talent acquisition, development, and retention strategies.

• Oversee the identification of critical roles and skill gaps, developing targeted programs to cultivate internal talent and reduce dependency on external hiring.

• Drive organizational change initiatives related to workforce restructuring, ensuring effective communication and minimizing impact on employees and operations.

• Guide leaders and teams through transitions, providing support and strategies to maintain engagement and productivity.

• Recommend organizational design changes to improve efficiency, agility, and employee satisfaction.

• Participate in strategic discussions on company growth, providing insights on workforce implications and strategies.

• Spearhead the adoption of emerging technologies and digital tools in workforce planning processes, such as artificial intelligence (AI), machine learning, and predictive analytics platforms.

• Stay abreast of technological advancements, evaluating their applicability and potential impact on workforce planning, and leading the implementation of these technologies to enhance forecasting accuracy and operational efficiency.

• Lead cross-functional teams to design and implement workforce solutions that address complex organizational challenges.

• Collaborate with departments such as finance, operations, and IT to ensure that workforce plans are aligned with overall business strategies and that they support operational goals and technological initiatives.

• Lead the development and application of advanced data analytics methodologies to extract meaningful insights from complex workforce datasets. This includes deploying statistical analysis, trend analysis, and predictive modeling to uncover patterns and insights that inform strategic workforce decisions.

• Translate insights into actionable recommendations, presenting findings to senior leadership in a clear and impactful manner moving beyond traditional reporting, leveraging data science techniques to proactively identify opportunities for workforce optimization and strategic growth.

• Other duties as assigned.

  KNOWLEDGE, SKILLS, AND ABILITIES :

• Strong analytical and quantitative skills, with proficiency in workforce analytics software and tools.

• Excellent communication and interpersonal skills, with the ability to influence and engage at all levels of the organization.

• Proven track record of developing and implementing successful workforce planning strategies.

• Deep understanding of labor market trends, HR practices, and employment law.

• Crafting long-term workforce strategies that support overarching business objectives.

• Conducting rigorous risk assessments and developing contingency plans for various scenarios.

• Leveraging insights from both internal and external environments to anticipate future workforce trends and needs.

• Applying critical thinking to dissect complex issues, identifying root causes, and formulating coherent, strategic responses.

• Demonstrating visionary leadership that inspires trust and confidence across the team and stakeholders.

• Cultivating a high-performance team environment through clear goal setting, performance feedback, and recognition of achievements.

• Encouraging innovation, supporting professional development, and facilitating career growth opportunities for team members.

• Navigating team dynamics effectively, resolving conflicts, and fostering a collaborative team culture.

• Establishing robust data governance practices to ensure data accuracy and integrity for decision-making.

• Integrating advanced data analytics and business intelligence tools to enhance workforce insights and predictions.

• Communicating complex data findings in an accessible manner to non-technical stakeholders, facilitating informed decision-making.

• Continuously evaluating the effectiveness of data-driven strategies and making adjustments based on empirical evidence and feedback.

• Building strategic alliances across different departments and functions to ensure alignment with workforce planning initiatives.

• Actively listening to and incorporating feedback from a diverse range of stakeholders to refine and improve planning processes.

• Leading cross-functional teams on workforce projects, ensuring effective communication and collaboration between participants.

• Advocating for workforce planning priorities and securing necessary resources and support from senior management.

• Designing and implementing change management strategies that address the human aspects of change, ensuring smooth transitions.

• Engaging employees at all levels in the change process, providing clear, timely, and transparent communication to reduce uncertainties.

• Monitoring the impact of change initiatives on organizational culture, employee engagement, and performance, adjusting strategies as needed.

• Building resilience within the organization by preparing teams for continuous adaptation and fostering an agile mindset.

  EDUCATION AND EXPERIENCE :

  REQUIRED:

• Bachelor's degree in Information Technology Management, Data Science, Business Administration, Human Resources, Statistics, or a related field from an accredited college or an equivalent combination of education and experience.

• Minimum of 8 years of experience in workforce planning, HR analytics, or a related field, with at least 3 years in a managerial role.

  PREFERRED:

• Master's degree in a related field

• Able to write and modify SQL, R, Python code

• Experience with PeopleSoft HCM ERP

  OTHER INFORMATION:

  Pursuant to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the “Commission”).

  EQUAL EMPLOYMENT OPPORTUNITY:

  MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including with respect to veteran status and individuals with disabilities.

  The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.