What's the role?

As the Senior Director of Workforce Planning and Analytics, you will play a pivotal role in our company's strategic workforce planning initiatives, workforce optimization, and organizational design initiatives. Leading a team of talented professionals, you will be responsible for delivering high-impact insights and recommendations to our executive leaders, acting as a trusted advisor and influencer. You will have the opportunity to collaborate cross-functionally, forge strategic partnerships, and actively shape the HR and enterprise talent agenda. Your ability to effectively communicate complex insights will be essential in driving change and aligning HR strategies with business objectives. This role offers an exciting opportunity to make a lasting impact on our organization, shape the future of our workforce, and propel your career to new heights in the field of analytics and workforce planning.

KEY OUTCOMES DRIVEN BY THIS ROLE:

• Strategic Workforce Planning : Drive the development and execution of a comprehensive strategic workforce planning strategy aligned with our enterprise business objectives. Assess future talent needs, identify skill gaps, and provide recommendations to optimize talent acquisition, succession planning, development, and organizational design strategies.

• Data-Driven Decision-Making : Foster a culture of data-driven decision-making throughout the organization by leveraging advanced analytics, predictive modeling, and data visualization. Provide executive leaders with accurate, timely, and actionable insights to support strategic decisions related to talent management, employee engagement, and workforce optimization.

• Talent Analytics and Reporting Excellence : Oversee the development and delivery of impactful talent analytics and insights that provide leaders with a comprehensive understanding into key HR metrics, workforce trends, and predictive analytics. Ensure the accuracy, relevance, and quality of HR data and reporting, enabling effective talent decision-making and organizational performance tracking.

• Leadership and Team Development : Lead and inspire a high-performing team. Foster a culture of innovation, collaboration, and continuous improvement, providing mentorship and guidance to develop the team's skills, expertise, and business acumen.

• Strategic Partnerships : Forge strong relationships with internal and external partners and industry experts. Collaborate with cross-functional teams to gain insights into business needs, challenges, and market trends. Actively participate in external industry forums and networks to stay ahead of emerging trends and best practices in analytics and workforce planning.

• Thought Leadership and Innovation : Stay at the forefront of analytics and workforce planning by continuously researching and adopting cutting-edge methodologies, tools, and technologies. Drive innovation by exploring new data sources, advanced analytics techniques, and automation to streamline processes and enhance the effectiveness of workforce planning initiatives.

OUR MOST SUCCESSFUL CANDIDATES WILL:

• Have a track record of progressive responsibility and a proven ability to inspire and lead high-performing teams, tapping into team members' intrinsic motivators and building a culture of extraordinary teamwork and customer focus.

• Embody continuous learning, curiosity, and a growth mindset. They will fluidly share findings and new insights with peers and leaders through coaching and mentoring across levels.

• Feel a strong sense of personal accountability for high quality, accurate, value-driven work that supports business outcomes; places the user in the center of decision making; and prioritizes speed, agility, and innovation in work.

• Be responsive to changing business needs, manage and prioritize concurrent assignments, and handle ambiguity with ease. They will have a strong customer orientation and a consistent record of hitting deadlines.

• Demonstrate skill in capturing information systematically; consider a broad range of issues and factors; grasp complexities and perceive relationships among problems or issues; and use accurate logic in analysis.

• Value diversity of thought and prioritize proactive consultation that anticipates our partners' needs; have the ability to manage up, down, and across seamlessly to support our goals and team engagement as effective advocates for the needs of their team.

OTHER QUALIFICATIONS:

• Proven experience in leading and managing teams of diverse professionals with a demonstrated ability to foster a high-performing and collaborative team culture, mentor and develop talent, and drive results through effective leadership.

• Strong strategic mindset and the ability to think analytically and strategically about complex workforce challenges. Adept at identifying patterns, trends, and correlations in data and translating them into actionable insights and recommendations that align with business goals and drive organizational success.

• In-depth knowledge of strategic workforce planning methodologies, including workforce modeling, talent forecasting, skill gap analysis, and succession planning. Experience in developing and executing comprehensive workforce plans that address current and future talent needs and align with business.

• Proficiency in advanced data analytics and visualization tools, techniques, and programming languages. Ability to leverage data to identify trends, patterns, and opportunities, and present complex information in a clear and compelling manner through visually engaging reports, dashboards, and presentations.

• High business acumen with an excellent understanding of HR practices and industry trends. The ability to align workforce planning initiatives with business objectives, understand the impact of talent decisions on the bottom line, and provide strategic recommendations that positively influence the direction of HR and the enterprise.

• Experience leading and managing change initiatives, navigating complex organizational environments, and driving adoption of workforce planning practices. The ability to adapt to evolving business requirements and market dynamics.

• Proven track record of building trust and credibility with leaders, serving as a trusted advisor and influencing the strategic direction of HR and the organization. Excellent communication, presentation, and negotiation skills to effectively convey complex insights and recommendations to senior stakeholders and gain their buy-in.

#LI-Hybrid

Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please click for additional information relating to location-based pay structures.

We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law.

If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click for information pertaining to compensation and benefits.

We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion.

• Flexible work schedules
• Concierge service
• Comprehensive benefits
• Employee resource groups