About the Job:
The Principal, Talent Planning & Design leads the end-to-end design and continuous evolution of integrated workforce and talent ecosystem that help the enterprise anticipate future talent needs, understand talent supply, build critical skills, strengthen leadership pipelines and enable employee growth. The role connects Strategic Workforce Planning, skills, talent review, succession and career development to improve decisions about workforce capacity, talent readiness, development priorities and succession risk while creating clearer pathways for employees to grow and contribute.
This leader translates workforce and talent insights into practical, scalable processes, decision frameworks, governance, user experiences and enabling requirements that improve decisions about workforce capacity, skills, talent readiness, development priorities and succession risk.
Working across Talent, Finance, Technology, HR Technology, Talent Analytics, HR Business Partners and business leadership, the role translates complex workforce and talent needs into scalable, user-centered processes, decision frameworks and experiences. This is not a technology configuration role; its enduring purpose is to turn workforce insights into practical talent and workforce actions that strengthen organizational readiness.
Key outcomes driven by this role
An integrated skills intelligence and workforce planning ecosystem in which internal and external talent-market signals inform scenario modeling, workforce investment decisions, and build, buy, borrow, redeploy and automate strategies.
A clear, scalable Strategic Workforce Planning process and experience that supports enterprise strategy, operating and financial planning, scenario decisions and workforce investment tradeoffs.
Modernized talent review and succession practices that use workforce demand, talent supply and skills data to improve visibility to critical roles, talent readiness, pipeline depth, development priorities and emerging talent risks.
A skills-based talent experience that embeds skills into workforce planning, talent decisions, career growth and development, with measurable adoption by employees, leaders and HR.
Career and development experiences that help employees explore opportunities, build relevant skills, create meaningful development plans and make progress in the flow of work.
Consistent, data-informed and user-centered decisions supported by fit-for-purpose technology, clear governance, defined ownership and continuous improvement.
Primary Responsibilities
Strategic Workforce Planning
Partner with Strategic Workforce Planning to design and continuously improve the processes, experiences, and enabling capabilities through which the enterprise SWP strategy is executed, connecting business strategy, operating plans, financial planning, workforce demand, talent supply, skills, capacity, cost, location, and timing.
Translate workforce planning needs into practical process designs, planning activities, decision points, user journeys, governance routines, data and reporting requirements, and adoption plans.
Design scenario-planning approaches and experience that enables leaders to assess workforce gaps and evaluate investment tradeoffs, including potential build, buy, borrow, redeploy, or automate actions.
Integrated Talent and Succession Planning
Design how workforce demand, talent supply, skills, talent review, succession, and development practices work together to support enterprise talent decisions.
Lead the design and continuous improvement of talent review, calibration, and succession processes, including approaches for identifying critical roles, evaluating readiness, assessing succession coverage (talent pools), and identifying talent risks.
Translate succession insights into enterprise risk visibility, including critical role coverage, depth of successor pools, readiness gaps, mobility constraints, and exposure in business-critical leadership roles.
Skills, Career,…