NORTHWESTERN MUTUAL LIFE INSURANCE
Assistant Director Workforce Planning
NORTHWESTERN MUTUAL LIFE INSURANCE, Milwaukee, Wisconsin, United States, 53244
JOB REQUIREMENTSAt Northwestern Mutual, we are strong, innovative, and growing. We invest in our people. We care and make a positive difference.
Responsible for supporting the evolution of our enterprise workforce planning, including the development and implementation of labor market scalable tools and practices. Will create, monitor, & interpret data/ insights to enhance forecasts and understand the organization's future workforce needs, proactively raise internal and external labor market trends, and identify workforce implications and interventions.
Partner closely with the organization's people and talent partners to collect, analyze, and interpret workforce data to inform focus areas and guide the development of workforce plans that align with the company's business objectives and growth projections. Give input into associated talent strategies in support of HR and business leadership.
The Assistant Director will report to the Sr. Director Workforce Planning & Analytics and sit on the People Insights, Planning & Analytics team.
We will count on you to:
Support the design, development, and evolution of workforce planning by interpreting people insights and labor market information to help analyze, forecast, and prepare for the future of the workforce.
Deliver workforce planning findings and recommendations to support business understanding of their gaps and progress made towards appropriate talent strategies to address priority focus areas.
Analyze workforce needs against internal and external labor market trends, identifying potential gaps and mitigation plans.
Proactively monitor global labor and industry trends and data and incorporate them into workforce planning.
Demonstrated experience presenting complex ideas, data, and analysis in a visually accessible way to communicate key conclusions & complex issues.
Create systems and processes to improve labor market intelligence utilization in forecasting and workforce planning.
Identify and address skills gaps through internal talent mobilization and external recruitment.
Use workforce data to measure overall workforce health and the impact of strategic HR initiatives.
Conduct training with other HR stakeholders and program teams on workforce tools and methodologies.
Work with people and talent partners to identify requirements, strategic drivers, and future talent needs.
Act as a trusted advisor to identify and advise on multi-year workforce drivers and plans.
Other Qualifications:
Bachelor's degree, 5-10 years experience in workforce planning, HR people analytics, labor market/skills intelligence.
Experience in workforce planning methodologies, talent supply, demand, cost, skills analysis, and labor market analytics.
Experience working with Workday, Power BI, and other HRIS/analytics platforms and data sets.
Experience modeling long-term labor plans and talent segments.
Qualified females, minorities, and special disabled veterans and other veterans are encouraged to apply.
#J-18808-Ljbffr
Responsible for supporting the evolution of our enterprise workforce planning, including the development and implementation of labor market scalable tools and practices. Will create, monitor, & interpret data/ insights to enhance forecasts and understand the organization's future workforce needs, proactively raise internal and external labor market trends, and identify workforce implications and interventions.
Partner closely with the organization's people and talent partners to collect, analyze, and interpret workforce data to inform focus areas and guide the development of workforce plans that align with the company's business objectives and growth projections. Give input into associated talent strategies in support of HR and business leadership.
The Assistant Director will report to the Sr. Director Workforce Planning & Analytics and sit on the People Insights, Planning & Analytics team.
We will count on you to:
Support the design, development, and evolution of workforce planning by interpreting people insights and labor market information to help analyze, forecast, and prepare for the future of the workforce.
Deliver workforce planning findings and recommendations to support business understanding of their gaps and progress made towards appropriate talent strategies to address priority focus areas.
Analyze workforce needs against internal and external labor market trends, identifying potential gaps and mitigation plans.
Proactively monitor global labor and industry trends and data and incorporate them into workforce planning.
Demonstrated experience presenting complex ideas, data, and analysis in a visually accessible way to communicate key conclusions & complex issues.
Create systems and processes to improve labor market intelligence utilization in forecasting and workforce planning.
Identify and address skills gaps through internal talent mobilization and external recruitment.
Use workforce data to measure overall workforce health and the impact of strategic HR initiatives.
Conduct training with other HR stakeholders and program teams on workforce tools and methodologies.
Work with people and talent partners to identify requirements, strategic drivers, and future talent needs.
Act as a trusted advisor to identify and advise on multi-year workforce drivers and plans.
Other Qualifications:
Bachelor's degree, 5-10 years experience in workforce planning, HR people analytics, labor market/skills intelligence.
Experience in workforce planning methodologies, talent supply, demand, cost, skills analysis, and labor market analytics.
Experience working with Workday, Power BI, and other HRIS/analytics platforms and data sets.
Experience modeling long-term labor plans and talent segments.
Qualified females, minorities, and special disabled veterans and other veterans are encouraged to apply.
#J-18808-Ljbffr