A Workforce Planning Manager is a professional responsible for strategic workforce planning, which involves analyzing, forecasting, and aligning workforce needs with business strategy. The role focuses on strategic workforce optimization, talent supply and demand forecasting, and succession planning to ensure an organization has the right talent at the right time to meet its goals efficiently.
Key responsibilities of the workforce planning manager
Conducting workforce analysis and talent forecasting
A workforce planning manager prepares a company for future workforce needs. To do this, they analyze workforce trends, like time-to-hire and employee turnover rates, and other data from inside and outside the company to understand the organization’s current and potential workforce gaps.
For example, the credit reporting company Experian reduced higher-than-normal employee turnover rates by 2% to 3% in its U.K. office by creating a program that predicts which employees are at risk of leaving the company. They discovered that specific situational factors, such as a long commute to the office or being on a large work team, increased the likelihood of an employee quitting.
To prepare for the future, the workforce planning manager uses data-driven forecasting models to predict labor demands. These forecasts help ensure the organization has the talent to meet its strategic goals.
What skills and qualifications are needed?
- Data analysis and workforce forecasting. Proficiency in human resources (HR) analytics, predictive modeling, and business intelligence tools.
- Workforce technology proficiency. Knowledge of human resource information systems (HRIS), workforce planning software, and AI-driven forecasting tools.
Collaborating with colleagues on staffing needs and developing retention strategies
Workforce planning managers collaborate with HR and company leaders regarding staffing needs to ensure the organization has the available talent to meet its objectives. They advise on headcount planning, role restructuring, and skill gap analysis to help colleagues make informed decisions about talent acquisition.
Two key goals these managers focus on are reducing turnover and improving business outcomes. This is accomplished by boosting employee engagement. Gallup’s decades-long research has shown that “engaged employees produce better business outcomes than other employees—across industry, company size, and nationality, and in good economic times and bad.” These findings have also shown that engaged employees are significantly less likely to leave an organization.
Engagement programs often include training opportunities, flexible work arrangements, performance-based incentives, and a focus on work-life balance.
What skills and qualifications are needed?
- Strategic planning and HR decision-making. Experience in aligning workforce strategies with long-term business goals.
- Collaboration and leadership influence. Strong ability to work with executives, HR teams, and department leaders.
Optimizing labor costs and workforce structure
Now more than ever, organizations strive to achieve a financially sound balance between full-time and contract staffing to meet short- and long-term needs. When choosing a staffing model, workforce planning managers must consider project duration, skill requirements, and budget constraints, among other factors.
According to a Dayforce survey, 70% of business leaders reported that it is “a challenge for their organization to integrate contingent workers into their operations,” even though the same leaders said those contingent workers also improve productivity and organizational agility. Given this tension, a workforce planning manager’s job is to create a situation where the drawbacks of a staffing model do not outweigh the benefits.
In addition, workforce planning managers identify potential overstaffing and understaffing risks across different departments or projects. Depending on the industry, they also identify which work may suit gig workers or freelancers.
What skills and qualifications are needed?
- Business acumen and financial knowledge. Ability to assess labor costs, budget workforce plans, and optimize headcount.
Ensuring workforce agility amid market changes
Quickly adapting strategies in response to economic shifts, industry trends, and technological advancements is critical in today’s business landscape. For example, in 2024, tax preparer Intuit laid off 1,800 of its full-time workforce as a part of a company reorganization to develop its AI capabilities. When announcing the cuts, the company stated it planned to hire approximately the same number of new employees to pursue its AI-related goals. As the Intuit example demonstrates, the rise of AI tools has required workforce planning managers to change course rapidly while also preparing for a future in which AI will be integrated into processes, products, and services. In fact, research by the International Monetary Fund (IMF) has found that “in advanced economies, about 60 percent of jobs may be impacted by AI.” That means today’s workforce planning managers may be challenged to determine how AI will transform their industries in the coming years. The IMF reported: “Roughly half the exposed jobs may benefit from AI integration, enhancing productivity. For the other half, AI applications may execute key tasks currently performed by humans, which could lower labor demand, leading to lower wages and reduced hiring.”
Workforce planning manager vs. other HR roles
Workforce planning managers are occasionally confused with HR managers or talent acquisition leaders. While these roles are all deeply involved in talent attraction and retention, workforce planning managers focus on ensuring that their company has the labor to meet its goals now and in the future.
- HR managers. These professionals handle day-to-day HR operations, such as managing payroll and investigating workplace issues, while workforce planning managers focus on long-term workforce strategy and talent forecasting.
- Talent acquisition leaders. Talent acquisition leaders create recruitment strategies, while workforce planning managers ensure workforce needs align with business goals.
FAQs
What does a workforce planning manager do?
They analyze workforce data, forecast talent needs, and develop strategies to ensure the right talent is available for business growth.
What skills are required for a workforce planning manager?
Data analysis, workforce forecasting, business acumen, strategic planning, and HR technology proficiency.
What are the preferred certifications for workforce planning managers?
Certifications reflect dedication to the HR profession and advanced knowledge and skills. Preferred certifications for workforce planning managers are the Society for Human Resource Management’s Senior Certified Professional (SHRM-SCP) or Certified Professional (SHRM-CP) and the HR Certification Institute’s Professional in Human Resources (PHR).
How is a workforce planning manager different from an HR manager?
HR managers handle day-to-day HR tasks, while workforce planning managers focus on long-term workforce strategy.
Why is workforce planning important?
It helps optimize labor costs, prevent talent shortages, and align workforce needs with company goals.
What industries and organizations hire workforce planning managers?
Healthcare, technology, and manufacturing are high-demand industries for workforce planning managers. Large corporations, especially multinational ones, often rely on them, too.
Planning for a global workforce
Ready to focus on strategic workforce planning for new markets but not the time-intensive process of setting up a legal entity? For some organizations, partnering with a global employer of record (EOR) to manage HR-related administrative and compliance tasks can be more cost-effective than managing the process. Reach out to Velocity Global to find out more.
