Program Manager, Workforce Planning

Role Description

Reporting to the Head of Strategic Workforce Planning, this role is responsible for building and operating the systems, operating rhythms, and governance that enable the Workforce Planning team to deliver strategic work consistently and at scale.

As the owner of the Workforce Planning operating system, this person will drive the team's core planning and execution cadence, including:

• Planning cycles
• Governance forums
• SteerCo meetings
• Executive reporting
• Quarterly organizational health reviews
• Recurring team operating rhythms

They will also oversee the integrated portfolio plan across Workforce Planning workstreams, ensuring:

• Clear priorities
• Ownership
• Milestones
• Dependencies
• Risk management

In addition, this role will lead the enablement and adoption of Workforce Planning tools, outputs, and policies by managing how approved content is packaged, scheduled, distributed, and communicated to the appropriate audiences. Success requires:

• Strong program management
• Operational excellence
• The ability to bring structure to complex, evolving work
• Effective partnership across Talent Acquisition, HR Business Partners, People Analytics, People Technology, Finance, and other cross-functional stakeholders

This is an individual contributor role with broad responsibility for:

• Planning operations
• Program delivery
• Enablement
• Cross-functional coordination

This allows Workforce Planning Business Partners to focus on strategic advisory work while ensuring the team's operating model runs effectively.

Qualifications

• 8 or more years of experience in program management, business operations, planning operations, or strategy and operations
• Strong project management skills, with the ability to manage multiple connected workstreams
• Ability to create clear plans, timelines, ownership, and operating rhythms
• Strong written and verbal communication skills, including experience preparing materials for senior leaders
• Ability to identify and manage risks, dependencies, and blockers
• Strong attention to detail and consistent follow-through
• Ability to work independently and effectively across teams in an evolving environment
• Comfort using data and feedback to track delivery and adoption
• Demonstrated ability to use automation and AI-enabled tools to simplify operational workflows, documentation, reporting, and knowledge management
• Demonstrated ability to conceptualize employee experience as a product, with proven success applying product management principles (roadmapping, user journeys, feature prioritization) to HR initiatives
• Proficiency in leveraging design thinking methodologies to deeply understand employee needs, rapidly prototype experience solutions, and implement data-driven iteration cycles that measurably enhance engagement and retention

Requirements

• Exposure to workforce planning, talent planning, or finance planning
• Experience working with cross-functional teams such as Talent Acquisition, HR Business Partners, People Analytics, People Technology, and Finance
• Experience supporting planning cycles, governance forums, or the rollout of new tools and processes

Durable Skills

• AI fluency means using these tools to amplify human judgment, not replace it
• Awareness: Understand yourself and others
• Judgment: Evaluate information and make decisions in complex situations
• Adaptability: Learn, adjust, and stay effective through change
• Connection: Communicate, collaborate, and build trust

Compensation

• US Zone 1: This role is not available in Zone 1
• US Zone 2: $143,800 — $194,600 USD
• US Zone 3: $127,800 — $173,000 USD