Supervisor, Resource Planning

What Makes a Honda, is Who makes a Honda
Honda has a clear vision for the future, and it’s a joyful one. We are looking for individuals with the skills, courage, persistence, and dreams that will help us reach our future-focused goals. At our core is innovation. Honda is constantly innovating and developing solutions to drive our business with record success. We strive to be a company that serves as a source of “power” that supports people around the world who are trying to do things based on their own initiative and that helps people expand their own potential. To this end, Honda strives to realize “the joy and freedom of mobility” by developing new technologies and an innovative approach to achieve a “zero environmental footprint.”

We are looking for qualified individuals with diverse backgrounds, experiences, continuous improvement values, and a strong work ethic to join our team.

If your goals and values align with Honda’s, we want you to join our team to Bring the Future!

Job Purpose

Supervise the day-to-day execution and control of the Finance Business Unit's workforce, talent, and engagement operations. The role directly manages approximately 10 HRAD associates; maintains accurate job, position, requisition, organization, attrition, and manpower information; coordinates approved recruiting, development, rotation, placement, and engagement programs; and provides analysis and recommendations to Finance and HR leadership. The Department Lead retains accountability for enterprise workforce strategy, organization design, resource trade-offs, and material program or policy decisions.

Key Accountabilities

Workforce Operations and Controls

• Own the accuracy, timeliness, documentation, and monthly control cadence for Finance BU workforce operations. Maintain the job description inventory and coordinate revisions and approvals; submit and track HR Connect requests; coordinate requisition creation, workflow, and status; update organization charts for approved change points; and complete monthly organization and position reconciliation. Resolve routine issues, identify recurring gaps, and escalate policy exceptions or material changes to the Department Lead or appropriate HR partner. Remain accountable for process quality when analysts, HR Operations, or shared services complete selected administrative steps.

HRAD Supervision and Talent Program Execution

• Directly supervise approximately 10 HRAD associates. Manage recruiting coordination, onboarding, rotation readiness, placement planning, goal alignment, performance checkpoints, coaching, feedback, development planning, engagement touchpoints, and issue resolution. Execute approved HRAD and early career program direction, coordinate with rotation managers and hiring leaders, and elevate performance, placement, employee relations, or capacity risks promptly.

Manpower, Attrition, and Workforce Analysis

• Own monthly plan versus actual manpower reporting and related analysis of vacancies, hiring, transfers, attrition, labor trends, placement needs, and forecast changes. Reconcile source data, explain variances, identify emerging risks, and prepare practical countermeasures and workforce recommendations for Department and Division leadership. The Department Lead approves resource tradeoffs, workforce strategy, and material organization actions.

Engagement, Career, and Succession Program Execution

• Coordinate Finance BU engagement surveys, action tracking, associate listening activities, career roadmaps, job family skill profiles, training matrices, development pathways, rotation opportunities, and succession documentation. Summarize findings, monitor approved actions, and escalate recurring concerns affecting retention, capability, role clarity, collaboration, or change readiness.

Process Improvement, Recommendations, and Operating Support

• Apply PDCA and structured problem solving to simplify workforce processes, strengthen controls, improve data quality, and increase effective use of HR systems, reporting tools, automation, and shared service support. Monitor workload across recurring operations, HRAD supervision, analysis, and peak cycle activity; recommend support or reprioritization when transaction volume could displace required people leadership or analysis.

Qualifications, Experience, and Skills

Minimum Educational Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, Organizational Development, Analytics, or a related field, or an equivalent combination of education and relevant professional experience.
• HR, project management, change management, or workforce planning certification preferred.

Minimum Experience

• 7+ years of progressive experience in workforce planning, resource planning, talent management, HR program delivery, finance/business operations, recruiting, organizational development, or a related function.
• Demonstrated people leadership involving goal setting, coaching, performance feedback, development, work prioritization, and appropriate issue escalation is required.
• Experience with plan versus actual manpower reporting, attrition analysis, workforce transactions, requisition or staffing workflows, organization chart controls, rotational programs, and management reporting is strongly preferred.
• Experience in a large, matrixed, multi-site, manufacturing, automotive, or financial organization is beneficial.

Other Job Specific Skills

• Strong analytical, problem solving, planning, and organizational skills.
• Ability to reconcile position and headcount information; analyze manpower, vacancy, hiring, attrition, placement, and engagement data; and convert findings into clear observations and recommendations.
• Working knowledge of job description governance, position controls, HR Connect or similar service request processes, requisition workflows, organization chart maintenance, recruiting and placement practices, talent programs, data privacy, and change management.
• Advanced Excel and PowerPoint skills.
• Working knowledge of Power BI and HR platforms such as SAP SuccessFactors preferred. Proven ability to supervise and develop associates, manage confidential information, coordinate across Finance and HR, maintain multiple recurring deadlines, and apply PDCA to improve processes and controls.

Job Dimensions

Decisions Expected

What differentiates Honda and make us an employer of choice?

Total Rewards:

• Competitive Base Salary (pay will be based on several variables that include, but not limited to geographic location, work experience, etc.)
• Paid Overtime
• Regional Bonus (when applicable)
• Industry-leading Benefit Plans (Medical, Dental, Vision, Rx) 
• Paid time off, including vacation, holidays, shutdown
• Company Paid Short-Term and Long-Term Disability 
• 401K Plan with company match + additional contribution
• Relocation assistance (if eligible)

Career Growth:

• Advancement Opportunities
• Career Mobility
• Education Reimbursement for Continued Learning
• Training and Development programs 

Additional Offerings:

• Tuition Assistance & Student Loan Repayment
• Lifestyle Account
• Childcare Reimbursement Account
• Elder Care Support
• Wellbeing Program
• Community Service and Engagement Programs
• Product Programs

Honda is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, veteran status, or any other protected factor.