Senior Manager, Workforce Planning Business Intelligence

Key Responsibilities 

Data Analysis, Monitoring & Visualization 

• Develop and maintain standardized dashboards and visualisations (e.g., CHRO/CFO executive packs, LBU scorecards, forecast accuracy trackers) that highlight enterprise-level patterns, cross-market dynamics, and key workforce metrics. 

• Design analytical models and monitoring frameworks that validate planning assumptions, highlight supply gaps, and surface trends in productivity, attrition, cost, and location strategy. 

• Define and manage thresholds, alert rules, and “Signal Library” logic (e.g., forecast variance, hiring surges, attrition hotspots) to trigger automated insights and deeper diagnostic analysis. 

• Deliver cadence-based reporting frameworks (monthly, quarterly) and reusable templates aligned with planning cycles to enable timely, consistent visibility across markets. 

Insight Generation & Decision Support 

• Build BI products and reusable insight modules that generate actionable views on workforce trends, performance metrics, and emerging risks to support strategic decision-making. 

• Develop self-service analytical toolkits (e.g., scenario model kits, intervention effectiveness scorecards, segmentation dashboards) that enable stakeholders to run their own demand–supply and workforce-risk analyses. 

• Configure and maintain productivity and cost-efficiency models, human capital risk segmentation dashboards, and other enterprise BI assets to support scenario and capacity planning. 

• Create standard data stories, commentary structures, and narrative templates so that insights are communicated in a clear, consistent way across markets and leadership forums. 

• Establish Insight-to-Action metrics to track how BI outputs are used and to measure the impact of workforce planning interventions over time. 

• Develop benchmarking packs and comparative views using internal and external data, enabling markets to position their workforce outcomes against agreed benchmarks. 

Financial & Cost Integration 

• Build BI components that help stakeholders understand cost levers (e.g., span of control, grade mix, location strategy) and embed these into reusable planning and reporting tools. 

• Design simulation and scenario modules to assess the financial and productivity implications of organisational changes (e.g., hierarchy flattening, team consolidation, automation, vendor shifts). 

• Develop analytics to test workforce scalability and agility under different stress scenarios (e.g., hiring pauses, rapid expansion) and embed these within planning tools for ongoing use. 

Tools & Process Optimization 

• Enhance management reporting tools (e.g., Office Connect templates, adaptive planning dashboards) and other efficiency enablers to streamline and standardise planning processes across markets. 

• Define, document, and institutionalise key workforce planning metrics, methodologies, and reporting standards that guide decision-making and support strategic actions across the enterprise. 

• Enforce standardized methodologies, metric definitions, and reporting frameworks to ensure comparability, reliability, and governance of workforce analytics across markets and functions. 

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Job Requirements: 

• Advanced proficiency in Power BI or Tableau, SQL, and either Python or R for modelling and automation. 

• Hands-on experience with Workday Adaptive Planning (or similar planning and reporting platforms). 

• Demonstrated capability in driver-based forecasting, scenario modeling, and structuring complex analytics into clear, executive-ready outputs. 

• Excellent communication and stakeholder management skills, with the ability to collaborate effectively with senior leaders, HR, and Finance. 

• Knowledge of workforce design, organisation effectiveness, and benchmarking methodologies. 

• Familiarity with location strategy, clustering, and cost-optimisation levers is an advantage. 

• Consulting background or COE experience in HR/Finance, particularly in building scalable BI solutions and standards, is preferred.