The Workforce Planning Manager is responsible for developing and implementing workforce planning strategies that align with the organization’s short- and long-term goals. This role includes building out a scalable workforce planning model, establishing processes, and selecting or developing tools to support workforce planning across the organization. The Manager will work closely with Executives and business leaders, HR teams, and finance to ensure the organization has the right talent, in the right roles, at the right time and in the right locations. Leveraging data analysis, industry insights, and workforce trends, this role will forecast future staffing needs, identify skill gaps, and proactively address workforce requirements.

SHOULD YOU ACCEPT THIS CHALLENGE...

1. 1. Workforce Planning Strategy Development
   • Design and build a scalable workforce planning model that aligns with organizational goals and location strategies
   • Define processes, frameworks, and guidelines to standardize workforce planning across the organization.
   • Select or develop tools and systems to support workforce data analysis, scenario modeling, and planning efforts.
   2. Workforce Planning Strategy and Process Implementation
   • Lead the implementation of the workforce planning model, processes, and tools across HR and business units.
   • Partner with key stakeholders in HR, finance, and business functions to ensure the model meets organizational needs and adapts to changing business priorities.
   • Develop training and documentation to support leaders and HR partners in adopting the workforce planning processes and tools.
   3. Talent Demand Forecasting and Analysis
   • Use data-driven techniques to forecast talent demand based on business growth projections, attrition rates, and other factors.
   • Identify skill gaps and workforce risks to support proactive talent pipeline development.
   • Analyze workforce data to provide insights into current workforce trends and anticipate future needs.
   4. Data Analytics and Reporting
   • Leverage workforce analytics to provide reports and dashboards that enable real-time insights and decision-making.
   • Build models and reporting mechanisms to regularly monitor workforce metrics, such as headcount, turnover, retention, and vacancy rates.
   • Present data and recommendations to executive leadership to inform workforce planning decisions.
   5. Talent Strategy Alignment
   • Collaborate with HR teams to ensure talent acquisition, development, and retention strategies are aligned with workforce planning goals.
   • Partner with learning and development teams to address skill gaps and support future capability requirements.
   • Assist in developing succession planning strategies to ensure business continuity for critical roles.
   6. Scenario Planning and Risk Management
   • Conduct scenario planning to anticipate various business outcomes and create adaptable workforce plans.
   • Identify and address potential workforce risks, including skills shortages, demographic changes, and talent retention challenges.
   • Develop contingency plans for workforce flexibility in response to economic or organizational changes.
   7. Stakeholder Collaboration and Communication
   • Serve as the main point of contact for workforce planning discussions with business leaders.
   • Facilitate workshops and training sessions to enhance workforce planning literacy and tool usage across the organization.
   • Ensure transparent and continuous communication on workforce planning initiatives to key stakeholders.
   8. Continuous Improvement and Best Practices
   • Keep abreast of industry best practices, workforce trends, and innovative approaches to workforce planning.
   • Continuously enhance and refine workforce planning processes, tools, and models to drive efficiency and effectiveness.
   
   

   Qualifications

   • Bachelor’s degree in Human Resources, Business, Data Analytics, or a related field (Master’s preferred).
   • 5+ years of experience in workforce planning, HR analytics, or a related HR role.
   • Strong analytical skills with the ability to interpret data, generate insights, and develop action plans.
   • Proficiency in workforce planning tools, HRIS systems, and data visualization software (e.g. Workday, Tableau, ServiceNow).
   • Experience with building workforce planning models, processes, and tools is highly desirable.
   • Excellent communication and interpersonal skills to collaborate with cross-functional teams and present findings to senior leadership.
   • Ability to think strategically and adapt to changing business needs and priorities.
   
   

   Key Competencies

   • Strategic Thinking
   • Model and Process Development
   • Data-Driven Decision Making
   • Stakeholder Management
   • Communication and Influence
   • Problem Solving and Adaptability

We are primarily an in-office environment and therefore, you will be expected to work from the Lehi, UT office in compliance with Pure’s policies, unless you are on PTO, or work travel, or other approved leave.

The annual base salary range is: $84,000 – $127,000. 

Salary ranges are determined based on role, level and location. For positions open to candidates in multiple geographical locations, the base salary range is reflective of the labor market across the applicable locations. 

This role may be eligible for incentive pay and/or equity. 

And because we understand the value of bringing your full and best self to work, we offer a variety of perks to manage a healthy balance, including flexible time off, wellness resources, and company-sponsored team events - check out purebenefits.com for more information. 

There is no application deadline and we accept applications on an ongoing basis until the job is filled.

LI-TH3