Senior Manager, Workforce Planning

The Workforce Planning Manager is responsible for leading Rowan's enterprise workforce planning strategy, processes, and planning cycles to ensure the organization has the talent, organizational capacity, and workforce investments needed to achieve long-term business objectives. Reporting to the Director, People Business Partners, this role serves as Rowan's workforce planning subject matter expert and partners closely with business leaders, Finance, Business Operations, Talent Acquisition, People Operations, and People Business Partners to build scalable workforce planning capabilities. The position is responsible for workforce forecasting, scenario modeling, headcount planning, workforce risk identification, organizational capacity analysis, and planning governance. This role translates business strategy into actionable workforce plans, enabling leaders to make informed decisions regarding growth, organizational design, hiring investments, workforce productivity, and talent readiness.

Responsibilities

Facilitate 3-year, annual, and quarterly workforce planning cycles across the enterprise; Partner with business leaders, People Business Partners, Business Operations and Finance to translate business plans and objectives into workforce plans and talent requirements; Continuously improve workforce planning processes, tools, and capabilities to support organizational growth; Develop and maintain workforce forecasting models to project future talent needs based on business growth, operational demands, and strategic priorities; Build workforce scenarios that evaluate hiring demand, attrition, productivity assumptions, organizational changes, and business investment decisions; Work closely with Finance to align workforce forecasts, labor budgets, and strategic planning assumptions; Monitor workforce plans against actual outcomes and recommend adjustments as business conditions evolve; Develop and maintain enterprise headcount plans aligned with financial objectives and organizational priorities; Analyze hiring plans, internal movement, attrition trends, and labor costs to support workforce decision-making; Partner with Talent Acquisition to align recruiting strategies and hiring execution with workforce plans; Provide recommendations regarding workforce allocation, prioritization, and organizational capacity; Develop workforce planning dashboards, reports, and executive-level insights; Analyze workforce metrics related to growth, turnover, hiring, workforce capacity, organizational effectiveness, and talent movement; Support talent strategy through data-driven insights and recommendations

Requirements

Ability to travel up to 20% for company gatherings or for meetings; Bachelor’s Degree in Human Resources, Data Analytics, Economics, Business Administration, Finance; 7+ years of progressive workforce planning, HR analytics & reporting, with demonstrated ownership and leadership of workforce planning processes and outcomes; Expertise in developing workforce forecasts, headcount models, organizational capacity planning, and scenario planning analyses; Experience partnering with executive and senior business leaders and multiple cross-functional partners to support strategic planning and workforce decisions; Experience integrating workforce planning with budgeting, financial planning, and business strategy processes; Advanced analytical and quantitative problem-solving skills; Strong business and financial acumen with the ability to connect workforce decisions to business goals and outcomes; Expertise in forecasting, workforce modeling, scenario planning, and capacity planning; Exceptional data storytelling and executive communication skills; Demonstrated ability to influence stakeholders and drive alignment across multiple functions and leadership levels; Strong project management and organizational skills, with the ability to manage multiple planning cycles and priorities simultaneously; Experience with Excel, HRIS and workforce reporting tools

Nice to have

Experience leading workforce planning initiatives in a high-growth, complex, or rapidly evolving organization; Experience supporting construction, infrastructure, technology, engineering, energy and high growth environments; Advanced Excel and data visualization capabilities; Deep experience with various workforce planning methodologies

Benefits

Hybrid working environment; Team building and educational opportunities; Generous benefits package including robust health benefits and a 401(k)-company contribution; Unlimited PTO; RTD ECO pass or parking reimbursement; Competitive compensation, bonus, and an incentive plan