Description ROLE PURPOSE The SWP Manager leads the development and execution of Strategic Workforce Planning initiatives to ensure the organization has the right people, skills and capacity at the right cost level to achieve its short- and long-term business objectives. The SWP Manager partners with HR teams, Finance and Business Leaders to forecast workforce needs, identify gaps, and design actionable plans that align talent strategies with organizational priorities. KEY RESPONSIBILITIES Workforce Planning: Develop and maintain workforce planning models and frameworks, ensuring they are adaptable and aligned with organizational goals. Forecast talent needs based on business growth, market trends, expected attrition and strategic priorities, and translate insights into actionable plans. Provide insights to optimize people costs by balancing skills levels required and location. Identify workforce risks (e.g., skill gaps, attrition, performance challenges, succession challenges) and propose mitigation strategies to safeguard business continuity. Data Analysis & Insights: Analyze workforce data to identify trends, gaps, and opportunities, ensuring insights are aligned with business objectives. Provide actionable insights to HRBPs and Business Leadership to support evidence-based decision-making. Process & Tools: Implement and optimize workforce planning tools and methodologies to ensure efficiency and scalability. Ensure data integrity and accuracy in workforce planning systems to maintain reliability of insights. Reporting & Governance: Prepare regular reports and dashboards on workforce metrics and forecasts to provide visibility and support strategic decisions. Stakeholder Collaboration: Partner with HRBPs, Talent Acquisition & Talent Management, Finance, and business leaders to align workforce plans with budgets and operational goals. Facilitate workforce planning workshops and discussions. Capability Building: Facilitate workshops and learning sessions to enhance understanding of workforce analytics. Provide ongoing guidance to apply SWP in operational and strategic contexts. Offer ongoing guidance on translating insights into workforce strategies and operational plans. Deliver training on system functionalities, dashboards, and reporting features. Build confidence in applying methodologies for scenario planning and workforce modeling. Understand and interpret workforce reports and dashboards. Build confidence in leveraging reporting tools for proactive management. SKILLS & COMPETENCIES Technical & Functional Skills Strategic Workforce Planning Expertise : Deep understanding of SWP frameworks, demand/supply modelling, scenario planning, workforce segmentation, and long-range planning methodologies. Advanced Analytical Skills : Ability to analyse large datasets, interpret trends, and translate data into actionable insights for decision-making. Forecasting & Modelling : Skilled in building and maintaining forecasting models, scenario simulations, and capacity planning tools. Workforce Cost Optimization : Experience evaluating workforce cost drivers, optimizing skill mix, balancing location strategies, and designing cost effective workforce scenarios. HR Systems & Data Tools Proficiency : Strong command of HR analytics platforms, workforce planning systems, dashboards, and reporting tools (e.g., HRIS, BI tools). Process & Framework Design : Ability to define, implement, and improve scalable workforce planning processes across functions and geographies. Risk Assessment & Mitigation : Expertise in identifying workforce risks (e.g., skill shortages, attrition, capacity gaps) and designing appropriate mitigation strategies. Behavioural Competencies Strategic Thinking : Connects workforce planning outputs to broader business strategy, financial plans, and long-term organizational priorities. Critical Thinking & Problem Solving : Adept at questioning assumptions, evaluating alternatives, and designing solutions that balance cost, capacity, and capability. Communication & Storytelling : Able to translate complex workforce analytics into simple, compelling narratives for senior leaders and non-technical stakeholders. Influencing & Stakeholder Management : Builds credibility with HR, Finance, and business leaders; effectively influences direction through data-driven recommendations. Collaboration : Works effectively across HR, Finance, Talent Acquisition, and business units to build alignment on workforce scenarios and plans. Agility & Adaptability : Comfortable working with ambiguity, adjusting forecasts, and adapting to shifting business priorities. Continuous Improvement Orientation : Proactively identifies opportunities to enhance processes, tools, and data quality to elevate SWP maturity. Consultative Leadership : Acts as a trusted advisor to HRBPs and business leaders, guiding them in making informed workforce decisions. LI-LA1