HR Analytics & Strategic Workforce Planning Lead

ROLE DESCRIPTION SUMMARY

 

As Head of Workforce Analytics & Planning, you’ll build a modern, insight-led capability that connects people data to business performance — helping leaders make smarter decisions about talent, skills, and the future of work. You’ll help shape the foundation of HR’s data strategy, apply scenario modelling and data-driven storytelling to guide strategic choices, and partner with senior executives to turn insight into action. A key priority will be designing and implementing a strategic workforce planning framework that strengthens organizational health and supports future talent strategies. You’ll also establish a small innovation lab within the team — developing rapid prototypes and lightweight digital tools to test ideas, solve operational pain points, and bring innovative concepts to life before scaling them across HR.

 

This role is ideal for a technically skilled yet strategically minded individual who thrives at the intersection of data, technology, and organizational transformation. AI orchestration will play a central part in HR’s digital evolution — you’ll work closely with the Head of HR Digital Solutions to pilot new AI use cases and review outcomes against key success criteria.

 

 

 

KEY RESPONSIBILITIES

 

1. Workforce Analytics & Insights

• Develop a robust HR analytics capability that delivers actionable insights linking people data to business outcomes.
• Build and maintain executive-level dashboards covering workforce composition, attrition, productivity, skills, and diversity.
• Apply analytics and scenario modeling to inform strategic decisions around hiring, retention, mobility, and workforce investments.
• Partner with Digital HR Solutions to ensure analytics are embedded into HR systems and employee journeys, maximizing adoption and impact.

 

2. Data Strategy, Governance & Quality

• Work closely with IT to establish an enterprise-standard data warehouse strategy for HR Analytics, leveraging Databricks and other cloud data platforms. Ensure HR data architecture is aligned with enterprise data governance, enabling scalable integration, advanced analytics, and cross-functional insights.
• Define data standards, metrics, and methodologies to ensure accuracy, consistency, and trust in people data.
• Partner with IT, Finance, and Digital HR Solutions to integrate people data with broader enterprise data platforms (e.g. workforce costs, productivity, profitability).
• Ensure compliance with global data privacy regulations and ethical use of workforce data.
• Lead continuous improvement initiatives to strengthen data quality and usability.

 

3. Strategic Workforce Planning

• Design and implement a global SWP framework, including demand forecasting, skills gap analysis, and scenario-based workforce modeling.
• Work with business leaders to translate strategic priorities (growth, M&A, location strategy) into workforce requirements.
• Partner with the Director of Global Talent Acquisition to align recruiting plans with long-term workforce forecasts, skills priorities, and pipeline health.
• In Partnership with L&D/Engagement leaders, support SES’s transition toward a Skills-Based Organization (SBO) by building visibility of current and future skills across the workforce.

4. Business Partnering & Advisory

• Act as a trusted advisor to the CHRO, SVP Digital HR, and HR leadership team, providing insights on workforce trends, risks, and opportunities.
• Translate complex analytics into simple, compelling narratives for executive and Board-level audiences.
• Drive organizational agility by identifying opportunities for redeployment, reskilling, and workforce flexibility.

5. Team Leadership & Capability Building

• Build and operate a small but high-impact team of workforce analysts and planning specialists, combining hands-on delivery with leadership. Personally contribute strong analytical and writing skills while ensuring high-quality, actionable outputs for executive decision-making.
• Identify and implement creative ways to expand team capacity within budget constraints — streamlining activities, leveraging automation, engaging interns or funded programs, and mobilizing project-based contributions from analytics talent across SES.
• Guide and develop an eager existing