Playing an essential role in the U.S. economy, Fannie Mae is foundational to housing finance. Here, your expertise can help fuel purpose-driven innovation that expands access to homeownership and affordable rental housing across the country. Join Fannie Mae to grow your career and help people find a place to call home.

Job Description

Key Responsibilities

• Design and lead an enterprise-ready strategic workforce planning framework that enables leaders at both the enterprise and divisional levels to define, assess, and execute workforce strategies aligned to business priorities. 

• Serve as a strategic partner to Human Capital Consultants and senior business leaders, assessing current and future workforce needs and co-developing plans that leverage strengths, address gaps, and mitigate risk. 

• Influence and engage senior leaders and cross-functional stakeholders to align workforce strategies with organizational goals, ensuring buy-in for talent initiatives and long-term capability development. 

• Facilitate strategic workforce planning sessions and executive working forums, aligning stakeholders around business assumptions, external labor market dynamics, and future workforce scenarios. 

• Analyze internal workforce data, labor market trends, and business forecasts to identify critical capability risks, talent surpluses or shortages, and opportunities for strategic intervention. 

• Partner with finance to align with the budgeting and forecasting process as well as develop and deploy resources to support leaders. 

• Collaborate with internal workforce analytics teams to support planning and decision-making. 

• Translate complex analyses into compelling narratives, recommendations, and executive-level materials, enabling leaders to take decisive action.  

• Work across HR to incorporate workforce planning insights into talent acquisition, workforce development, talent enablement, and broader HR strategy. 

Candidate Qualifications

• 7+ years of experience with design and implementation of strategic planning, HR strategy, talent management, organizational design, or a related discipline. Strong preference for candidates with at least three years of strategic workforce planning experience. 

• Experience in workforce planning efforts across different business divisions/corporate areas, ideally in a large, complex organization. 

• Deep knowledge of various workforce planning technologies and the ability to spot trends and interpret workforce data, market dynamics, and business forecasts.  

• Strong skills translating workforce analytics into clear, actionable insights that influence executive decision-making. 

• Demonstrated ability to understand and make recommendations around workforce cost, capacity, and delivery tradeoff decisions in constrained environments. 

• Proven success operating in regulated, risk-aware, or highly scrutin