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HR Analytics & Strategic Workforce Planning Lead

HR Analytics & Strategic Workforce Planning Lead

SES Latin AmericaBetzdorf, LU
13 days ago
Job description

HR Analytics & Strategic Workforce Planning Lead

ROLE DESCRIPTION SUMMARY

As Head of Workforce Analytics & Planning, you’ll build a modern, insight-led capability that connects people data to business performance — helping leaders make smarter decisions about talent, skills, and the future of work. You’ll help shape the foundation of HR’s data strategy, apply scenario modelling and data-driven storytelling to guide strategic choices, and partner with senior executives to turn insight into action. A key priority will be designing and implementing a strategic workforce planning framework that strengthens organizational health and supports future talent strategies. You’ll also establish a small innovation lab within the team — developing rapid prototypes and lightweight digital tools to test ideas, solve operational pain points, and bring innovative concepts to life before scaling them across HR.

This role is ideal for a technically skilled yet strategically minded individual who thrives at the intersection of data, technology, and organizational transformation. AI orchestration will play a central part in HR’s digital evolution — you’ll work closely with the Head of HR Digital Solutions to pilot new AI use cases and review outcomes against key success criteria.

KEY RESPONSIBILITIES

1. Workforce Analytics & Insights

  • Develop a robust HR analytics capability that delivers actionable insights linking people data to business outcomes.
  • Build and maintain executive-level dashboards covering workforce composition, attrition, productivity, skills, and diversity.
  • Apply analytics and scenario modeling to inform strategic decisions around hiring, retention, mobility, and workforce investments.
  • Partner with Digital HR Solutions to ensure analytics are embedded into HR systems and employee journeys, maximizing adoption and impact.

2. Data Strategy, Governance & Quality

  • Work closely with IT to establish an enterprise-standard data warehouse strategy for HR Analytics, leveraging Databricks and other cloud data platforms. Ensure HR data architecture is aligned with enterprise data governance, enabling scalable integration, advanced analytics, and cross-functional insights.
  • Define data standards, metrics, and methodologies to ensure accuracy, consistency, and trust in people data.
  • Partner with IT, Finance, and Digital HR Solutions to integrate people data with broader enterprise data platforms (e.g. workforce costs, productivity, profitability).
  • Ensure compliance with global data privacy regulations and ethical use of workforce data.
  • Lead continuous improvement initiatives to strengthen data quality and usability.

    • 3. Strategic Workforce Planning

  • Design and implement a global SWP framework, including demand forecasting, skills gap analysis, and scenario-based workforce modeling.
  • Work with business leaders to translate strategic priorities (growth, M&A, location strategy) into workforce requirements.
  • Partner with the Director of Global Talent Acquisition to align recruiting plans with long-term workforce forecasts, skills priorities, and pipeline health.
  • In Partnership with L&D / Engagement leaders, support SES’s transition toward a Skills-Based Organization (SBO) by building visibility of current and future skills across the workforce.

    • 4. Business Partnering & Advisory

  • Act as a trusted advisor to the CHRO, SVP Digital HR, and HR leadership team, providing insights on workforce trends, risks, and opportunities.
  • Translate complex analytics into simple, compelling narratives for executive and Board-level audiences.
  • Drive organizational agility by identifying opportunities for redeployment, reskilling, and workforce flexibility.

    • 5. Team Leadership & Capability Building

  • Build and operate a small but high-impact team of workforce analysts and planning specialists, combining hands-on delivery with leadership. Personally contribute strong analytical and writing skills while ensuring high-quality, actionable outputs for executive decision-making.
  • Identify and implement creative ways to expand team capacity within budget constraints — streamlining activities, leveraging automation, engaging interns or funded programs, and mobilizing project-based contributions from analytics talent across SES.
  • Guide and develop an eager existing team, providing professional analytics leadership and coaching to raise skills, confidence, and maturity while embedding industry best practices.
  • Evaluate and plan for future capability expansion, including offshore resources, to build a scalable and cost-effective global analytics and planning team.
  • Foster a culture of data-driven decision making across the People function.
  • Coach HRBPs and business leaders to interpret and apply workforce insights effectively.

    • 6. Advisory, Literacy & Research

  • Improve HR data literacy across the function, upskilling HR Business Partners and people leaders to use data confidently in workforce discussions and decision-making.
  • Establish a light-touch analytics advisory capability to proactively surface anomalies, trends, and opportunities, supporting HR and business leaders with insight-driven recommendations.
  • Build a research and thought leadership capability to produce evidence-based papers and insights on key workforce topics (e.g., internal mobility, hybrid working, organizational health), providing strategic recommendations to the CHRO, Executive Committee, and Board.

    • SKILLS & REQUIREMENTS

  • Extensive experience in people analytics, workforce planning, or strategic HR roles in global organizations.
  • Proven ability to design and implement workforce planning frameworks that link strategy to execution.
  • Strong expertise in data visualization, scenario-based modelling and forecasting, and analytics platforms (e.g. Power BI, SAP Analytics Cloud, Python, R).
  • Understanding of HRIS and digital HR ecosystems, with the ability to partner closely with HR technology teams (SAP SuccessFactors reporting experience is a benefit).
  • Experience collaborating with IT / data functions to shape enterprise data strategies (Databricks, cloud data lakes, enterprise data warehouses).
  • Experience presenting workforce insights to senior leaders.
  • Strong knowledge of global labour markets, location strategy, and skills-based workforce models.
  • Experience shaping Organisational Health metrics.
  • Demonstrated leadership experience in building high-performing teams and driving organizational change.
  • Bachelor’s degree or equivalent qualification in HR, Business, Data / Analytics, or related field; advanced degree preferred.

    • SES and its Affiliated Companies are committed to providing fair and equal employment opportunities to all. We are an Equal Opportunity employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, pregnancy, sex, sexual orientation, gender identity, national origin, age, genetic information, protected veteran status, disability, or any other basis protected by local, state, or federal law.

    For more information on SES, click .

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