Senior HR Manager - Strategic Workforce Planning - Corporate HR (Kansas City)

Description The Senior Human Resources Manager, Strategic Workforce Planning, is responsible for leading the enterprise-wide development and implementation of a comprehensive workforce planning strategy to ensure the organization has the right talent, skills, and resources to meet its current and future business objectives. This position will collaborate closely with business leaders, HR leaders, and various stakeholders to create and execute workforce plans that align workforce capabilities with organizational goals, anticipate future talent needs and drive organizational efficiency and growth. Responsibilities Develop and implement an enterprise-wide strategic workforce planning framework and methodology. Partner with executive and business unit leadership to understand long‑term business objectives and translate them into future talent requirements. Support HR business partners in working with the business units to create actionable workforce plans that support long‑term business objectives. Analyze current workforce data, market trends, and business projections to forecast future talent needs, identify potential skills gaps, highlight areas of surplus and predict future talent demands across the organization. Serve as a subject matter expert, collaborating with all functional areas of Human Resources to create integrated future‑focused talent strategies that support the long‑term business objectives. Consult with executive and business leadership to inform, align, and support organizational and business unit talent strategies. Develop and implement an enterprise‑wide succession planning framework and methodology to identify critical roles and develop comprehensive succession plans to ensure leadership continuity. Create and maintain an enterprise‑wide skills ontology, including methodology to complete skills inventory and competency mapping for the current workforce and future talent needs. Develop and present data‑driven insights and assessments of workforce trends, progress of workforce programs & initiatives, and workforce effectiveness and readiness to leadership. Monitor external labor market trends and benchmark best practices in workforce planning to ensure the company remains competitive. Collaborate with Enterprise Transformation Office (EXO) program team on the development and implementation of an enterprise‑wide framework and methodology to oversee the allocation of human resources, ensuring optimal staffing levels, efficient utilization, and cost‑effectiveness. Partner with business leaders and HR business partners to identify and support workforce optimization initiatives, such as restructuring, redeployment or outsourcing to align talent with business needs. Implement and manage tools and technology systems that support workforce planning, analytics and reporting to support data‑driven decision making. Monitor the level of effort required to successfully manage and execute the strategic workforce planning function within HR. Make staffing recommendations as warranted, considering department budget and prioritization of staffing needs. If future growth in the strategic workforce planning functional area leads to the creation of a team, additional responsibilities for this position would include recruitment, development, training and retention of staff, conducting performance evaluations, providing leadership, guidance and instruction, and interpreting the organization’s policies, purposes and goals to staff within the functional area. Provide leadership, guidance, and instruction to less experienced staff. Responsible for QA/QC process adherence. Responsible for compliance with company and site safety policies. Performs other duties as assigned. Complies with all policies and standards. Qualifications Bachelor Degree in Human Resources, Business Administration, Finance, or a related field and 14 years experience in a progressive HR role Required. Minimum of seven years of direct experience in strategic workforce planning, HR analytics, or a similar data‑driven talent strategy role. Previous program management experience preferred. Previous management experience preferred. Previous experience in the A/E/C industry preferred. Demonstrated knowledge of workforce planning methodologies, forecasting techniques, and talent management principles. Strong quantitative, analytical, and problem‑solving skills with the ability to interpret and present complex data to a senior audience. Experience with HR information, performance, learning, engagement and applicant systems and workforce planning/analytics software (e.g., Oracle, Cornerstone, Qualtrics, Taleo, Visier). Ability to think critically and strategically to connect talent strategy with business outcomes. Demonstrated ability to develop cross‑functional relationships and influence senior leaders and stakeholders. Excellent written and verbal communication skills, with a proven ability to present data‑driven stories. Ability to coordinate, prioritize, and balance multiple issues and assignments simultaneously. This job posting will remain open a minimum of 72 hours and on an ongoing basis until filled. EEO/Disabled/Veterans Job Human Resources Primary Location US-MO-Kansas City Schedule: Full‑time Travel: No Req ID: 260917 Job Hire Type Experienced #COR N/A #J-18808-Ljbffr Burns & McDonnell