Edtech.com's Summary

WGU is hiring a Strategic Workforce Planning Manager to lead the integration of workforce planning with business and talent strategies. The role involves developing strategic frameworks, building workforce planning capabilities, collaborating across functions, and utilizing data-driven insights to anticipate talent needs and support organizational goals.

Highlights

Develop and integrate workforce planning strategies aligned with business goals and transformation initiatives.
Lead capability building by designing training, tools, and communities of practice for workforce planning.
Collaborate with HR functions and business leaders to embed workforce planning practices enterprise-wide.
Use data analysis tools like Excel, Tableau, Power BI, and workforce planning systems to deliver actionable insights.
Support scenario modeling, demand planning, and headcount forecasting for talent strategy decisions.
Champion flexible workforce strategies such as internal mobility and agile models.
Require a Bachelor's degree and a minimum of 8 years of workforce planning experience in large matrixed organizations.
Expect experience leading enterprise-level workforce planning projects and proficiency with analytics platforms.
Preferred qualifications include HR-related certifications and experience in organizational design or change management.
Compensation ranges from $106,700 to $165,400, with eligibility for bonuses and comprehensive employee benefits.

Strategic Workforce Planning Manager Full Description

Strategic Workforce Planning Manager

Salt Lake City Office

Full time

If you’re passionate about building a better future for individuals, communities, and our country—and you’re committed to working hard to play your part in building that future—consider WGU as the next step in your career.

Driven by a mission to expand access to higher education through online, competency-based degree programs, WGU is also committed to being a great place to work for a diverse workforce of student-focused professionals. The university has pioneered a new way to learn in the 21st century, one that has received praise from academic, industry, government, and media leaders. Whatever your role, working for WGU gives you a part to play in helping students graduate, creating a better tomorrow for themselves and their families.

The salary range for this position takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs.

At WGU, it is not typical for an individual to be hired at or near the top of the range for their position, and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is:

Grade: Professional 312Pay Range: $106,700.00 - $165,400.00

Job Description

About the Role

We're looking for a strategic Workforce Planning leader to connect talent strategy with business goals. In this role, you’ll integrate workforce planning across key People & Talent functions, build organizational capability, and deliver data-driven insights to guide decision-making. If you thrive in complex environments and enjoy shaping the future of work, we’d love to hear from you.

What You Will Do

Workforce Planning Strategy & Integration

Serve as the strategic connector between Workforce Planning (WFP) and core People & Talent (P&T) functions such as talent development, analytics, DEI, performance, and employee experience, as the disciplines relate to workforce planning
Design and implement frameworks that integrate WFP into annual and long-term talent planning cycles.
Ensure workforce plans align with business strategy, transformation efforts, and future-of-work priorities.
Partner with senior business leaders and HR Business Partners to translate strategic initiatives/goals into workforce needs.
Lead the creation of workforce strategy that anticipates evolving skill requirements and integrates into business operating plans.

Capability Building & Advisory Support

Build WFP capability across the organization and P&T by designing and delivering training, toolkits, and guidance for Business Partners and functional leaders.
Establish and lead a WFP community of practice to share insights and strengthen cross-functional collaboration.
Provide direct consultation to P&T and business stakeholders to support workforce scenario planning and organizational design.
Serve as a thought leader and internal consultant on organizational design, workforce segmentation, and optimal workforce composition.

Cross-Functional Collaboration & Enablement

Collaborate with other Centers of Excellences (e.g., Talent Acquisition, People Analytics, People Development) to embed WFP practices into enterprise processes.
Facilitate workshops and planning sessions to connect WFP with related initiatives such as career pathing, succession planning, and skills strategies.
Act as a liaison with external consultants and vendors, ensuring solutions are aligned and scalable.
Establish governance models and decision-making frameworks to ensure workforce planning is embedded in enterprise-wide initiatives.

Data-Driven Decision Support

Partner with People Analytics to leverage data insights to uncover workforce trends, risks, and opportunities.
Translate workforce data into actionable insights, dashboards, and reports to guide strategic decisions.
Support scenario modeling, demand planning, and headcount forecasting to anticipate and respond to talent needs.
Partner with internal stakeholders to ensure workforce data infrastructure supports integration across systems.

Innovation & Workforce Agility

Champion modern and flexible talent strategies such as internal mobility, gig work, talent marketplaces, and agile workforce models.
Monitor external labor market trends and best practices to evolve internal WFP capabilities.
Drive continuous improvement of WFP tools, processes, and methodologies.

Change Enablement & Impact Measurement

Facilitate the application of workforce strategies during annual planning, reorganization, or strategic shifts.
Develop measures of success for workforce initiatives and assess their impact on business and talent outcomes.
Promote WFP as a lever for improving engagement, capability readiness, and business performance.

Knowledge, Skills, and Abilities You Will Need

Strategic Thinking & Systems Orientation: Strong ability to think long-term and connect workforce planning with organizational strategy, operating models, and transformation initiatives.
Workforce Planning Expertise: Deep understanding of WFP methodologies, including scenario modeling, critical role segmentation, capability gap analysis, and demand/supply forecasting.
Data Analysis & Storytelling: Skilled in analyzing complex workforce data and translating insights into clear, business-relevant recommendations; proficient in Excel, Tableau, Power BI, and workforce planning systems or modules.
Facilitation & Communication: Confident communicator with experience facilitating planning sessions, delivering training, and presenting to executive audiences.
Stakeholder Engagement: Proven ability to build trust and influence across diverse stakeholders, including P&T BPs, business leaders, and cross-functional teams.
Learning Agility & Adaptability: Comfortable navigating ambiguity and shifting priorities; demonstrates curiosity, continuous learning, and resilience in dynamic environments.
Capability Building: Experience designing and delivering tools, resources, and programs that elevate organizational WFP maturity and readiness.
Consulting Orientation: Brings a consultative mindset to internal partnerships, enabling structured problem solving, alignment, and effective solutioning across business units.

Requirements

Education

Bachelor’s degree

Experience

8+ years of direct, hands-on workforce planning experience within a mid- to large-size highly matrixed organization.
5+ years’ experience working with workforce planning tools, dashboards, or analytics platforms (e.g., Excel, Tableau, Power BI, or HCM systems).
2+ years of experience leading enterprise-level workforce planning projects, including strategic forecasting, scenario modeling, and capacity planning.

Preferred Qualifications

3+ years of experience in a related HR discipline (e.g., talent management, organization design, or HR analytics)
Professional certification in workforce planning, HR analytics, or related fields (e.g., SWP by HCI, SHRM-SCP, PHR/SPHR, or similar).
Experience designing or implementing enterprise-wide workforce planning processes, especially in organizations undergoing transformation or growth.
Background in organizational design and change management is a strong plus.

Experience in lieu of education

WGU recognizes that professional expertise and impact are not always gained through traditional educational pathways. Candidates who do not hold a bachelor’s degree may still qualify based on a combination of directly related experience and demonstrated proficiency in strategic workforce planning, talent analytics, organizational planning, or other relevant areas. Typically, one additional year of relevant, progressively responsible experience may substitute for each year of required education. Final determination is at the discretion of the hiring manager and based on the candidate's ability to perform the essential functions of the role

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Position & Application Details
Full-Time Regular Positions (classified as regular and working 40 standard weekly hours): This is a full-time, regular position (classified for 40 standard weekly hours) that is eligible for bonuses; medical, dental, vision, telehealth and mental healthcare; health savings account and flexible spending account; basic and voluntary life insurance; disability coverage; accident, critical illness and hospital indemnity supplemental coverages; legal and identity theft coverage; retirement savings plan; wellbeing program; discounted WGU tuition; and flexible paid time off for rest and relaxation with no need for accrual, flexible paid sick time with no need for accrual, 11 paid holidays, and other paid leaves, including up to 12 weeks of parental leave.

How to Apply: If interested, an application will need to be submitted online. Internal WGU employees will need to apply through the internal job board in Workday.

Additional Information

Disclaimer: The job posting highlights the most critical responsibilities and requirements of the job. It’s not all-inclusive.

Accommodations: Applicants with disabilities who require assistance or accommodation during the application or interview process should contact our Talent Acquisition team at recruiting@wgu.edu.

Equal Employment Opportunity: All qualified applicants will receive consideration for employment without regard to any protected characteristic as required by law.

Original Job Description