Staff Talent Management & Workforce Planning Specialist

Description This role drives critical components of the organization’s talent strategy by translating business priorities into clear workforce, capability, and talent plans. They will lead enterprise workforce planning, support critical role identification, and conduct capability and gap analysis to inform talent decisions that impact growth, organizational effectiveness, and long‑term success. The role designs, implements, and continuously enhances talent strategies and programs that support employee growth, leadership development, workforce capability, and long‑term organizational effectiveness. Serving as a trusted advisor and subject matter expert, this role partners with leaders and stakeholders across the organization to identify talent needs, lead complex initiatives, and develop solutions that strengthen employee engagement, retention, succession readiness, and overall workforce performance. Essential Functions What You’ll Do : Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Lead and support enterprise workforce planning activities, including demand forecasting, supply analysis, and headcount planning aligned to business strategy. Translate business priorities into actionable workforce implications, including required roles, skills, and capacity needs. Conduct workforce and capability analyses to identify gaps, risks, and opportunities; translate findings into clear priorities and recommendations. Support the identification and refinement of critical roles and key talent segments in partnership with team and business leaders. Develop, implement, and evaluate talent management programs and practices that support employee development, career growth, leadership readiness, and organizational capability building. Partner with business leaders, Human Resources, and key stakeholders to assess workforce trends, identify talent priorities, and recommend solutions that align with organizational objectives. Lead large‑scale or multifaceted talent initiatives, ensuring effective planning, execution, stakeholder engagement, and measurable outcomes. Analyze workforce, employee, and program data to identify opportunities, inform decision‑making, and enhance the effectiveness of talent strategies and processes. Provide expert guidance on talent management practices, sharing insights and recommendations based on industry trends, organizational needs, and emerging best practices. Design and improve processes, tools, and resources that enhance the employee experience and support consistent talent practices across the organization. Drive initiatives related to succession planning, leadership development, employee development, performance effectiveness, talent reviews, or other workforce planning activities. Collaborate across functions to ensure talent programs are integrated with broader people strategies and organizational priorities. Facilitate discussions, workshops, and planning sessions with leaders and teams to support talent‑related goals and organizational change efforts. Serve as a resource and mentor to colleagues and project team members, providing guidance, knowledge sharing, and support to promote successful program delivery and capability development. Typical Scope Applies advanced knowledge of workforce planning, talent strategy, and organizational dynamics to solve complex business challenges. Contributes to enterprise talent strategy through analysis, insights, and recommendations rather than full program ownership. Interprets internal/external business challenges and recommends best practices to improve products, processes or services. Manages projects or programs with moderate resource requirements, risk and/or complexity. Handles diverse and complex problems requiring evaluation of multiple factors; acts autonomously on most decisions. Requires guidance only on highly complex judgments. Exercises judgment in selecting methods, techniques and evaluation criteria to work on complex issues. Advanced understanding of functional area and expert knowledge in specialized discipline. Recognized subject matter expert. Determines methods and procedures on new assignments and may coordinate activities of other team members. Works highly independently with limited oversight. Manages large projects or programs and accountable for processes. Coaches and delegates to others. Essential Skills Education & Experience Required Education: Bachelor’s degree in field relevant to role (or 4 additional years of relevant experience in lieu of a degree) Required Experience: 6 - 8 years of relevant experience in workforce planning, talent strategy or related roles Qualifications & Skills Demonstrated experience translating business strategy into workforce and talent implications Strong analytical and problem‑solving skills with the ability to synthesize complex data into clear, actionable insights Ability to balance strategic thinking with practical execution; focuses on high‑impact priorities vs. overengineering solutions Demonstrated experience leading complex programs, projects, or initiatives involving multiple stakeholders and competing priorities. Strong knowledge of talent management principles, including employee development, leadership development, workforce planning, succession planning, and talent assessment practices. Ability to evaluate data, identify trends, and translate insights into practical recommendations and solutions. Strong consulting, influencing, and relationship‑building skills with the ability to work effectively across all organizational levels. Excellent verbal, written, facilitation, and presentation skills. Proven ability to work independently, exercise sound judgment, and manage initiatives with minimal oversight. Strong project management, organization, and problem‑solving capabilities. Ability to adapt to changing business needs and drive continuous improvement in talent programs, processes, and practices. Location Marlboro/Chelmsford, MA or Hillsboro, OR Target Compensation $116,500 - $140,000 annually Schedule Monday - Friday 8-5 Who We Are What makes First Tech different? Click here to learn more! Every great journey begins with a bold idea—and ours is no different. First Tech and DCU were founded on the belief that financial solutions should put people first. That belief has fueled decades of innovation and service, rooted in the tech sector and expanding to support members from all walks of life. Employees Are Eligible For Traditional medical, dental, and vision coverage Generous 401(k) match Paid Time Off: You'll accrue up to 15 days in your first year. In addition, you'll receive 40 hours of sick time and 3 personal days, which refresh annually Paid federal holidays Special employee pricing on lending products such as mortgage, auto, and personal loans (eligibility subject to standard account requirements and underwriting criteria) Employment Statements First Tech is an equal opportunity employer, and we value diversity, inclusion, and equity at our company. We evaluate qualified applicants without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics. If you're applying for a job and need a reasonable accommodation for any part of the employment process, please send an email to View email address on click.appcast.io and let us know the nature of your request and contact information. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to from this email address. First Tech is not currently offering Visa transfer/sponsorship for this position. #J-18808-Ljbffr First Tech Federal Credit Union