Description
As a Strategic Workforce Planner, you’ll embed Strategic Workforce Planning as a core leadership tool—shifting it from an annual HR exercise into a live, business-as-usual capability. Working closely with HRBPs, Directors and Senior Leadership Teams, you’ll build planning capability, strengthen governance, and deliver high-quality insights that shape organisational design, capability and skills priorities, and workforce investment decisions.
Responsibilities
- Embedding Strategic Workforce Planning as Business‑as‑Usual, ensuring workforce forecasting, capability planning and skills insight are actively used by HRBPs and leaders in strategic discussions and organisational design and change.
- Enabling and challenging business Leaders by supporting HRBPs to partner effectively with Directors and SLTs to own their workforce forecasts, and help make informed, forward‑looking workforce decisions.
- Build Strategic Workforce Planning capability across HRBPs Equip HRBPs to confidently to run and refresh workforce plans within their functions, keep them live, relevant and actionable throughout the year.
- Embedding clear ownership and accountability for SWP outputs and actions at function level.
- Delivering the Strategic Workforce Planning cycle end‑to‑end by supporting the design and execution of the annual strategic workforce planning cycle, including ensuring quality, consistency and clear narrative across functions.
- Designing and operating the appropriate governance, assurance and sign‑off forums to support accountability and decision‑making.
Qualifications
- Strategic Workforce Planning & Analytics Expertise Demonstrated knowledge and practical experience of strategic workforce planning, including workforce forecasting, capability and skills analysis, and understanding workforce cost and capacity drivers.
- Senior Stakeholder Engagement & Influence Proven ability to engage, challenge and influence senior stakeholders, enabling accountability for workforce decisions and outcomes while building trust and credibility.
- Capability Building & Coaching Skills Experience building organisational or professional capability (e.g. HRBPs or equivalent), including coaching, upskilling and embedding new ways of working beyond basic process compliance.
- Delivery in Complex, Enterprise Environments Track record of designing and delivering end‑to‑end planning cycles, operating governance and sign‑off processes, and producing high‑quality, actionable outputs within a large, complex organisation.
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