项目经理，人力规划
Program Manager, Workforce Planning
职位描述
向战略人才规划负责人汇报，该职位负责构建和运营系统、运作节奏和治理机制，使人才规划团队能够持续且大规模地交付战略工作。
作为人才规划运营系统的负责人，此人将推动团队的核心规划和执行节奏，包括规划周期、治理论坛、指导委员会会议、高管报告、季度组织健康审查以及定期的团队运作节奏。同时，还将负责人才规划各工作流的整合组合计划，确保明确的优先级、责任归属、里程碑、依赖关系和风险管理，以协调一致的方式推进各项举措。
此外，该职位将领导人才规划工具、产出和政策的赋能与采用，通过管理已批准内容的包装、排期、分发和传达方式，确保其传递给适当的受众。成功需要强大的项目管理能力、卓越的运营能力，以及在复杂且不断变化的工作中建立结构的能力，同时能与其他跨职能利益相关者如人才招聘、人力资源业务伙伴、人力分析、人力技术、财务等有效合作。
这是一个个人贡献者角色，对规划运营、项目交付、赋能及跨职能协作有广泛的责任，使人才规划业务合作伙伴能够专注于战略咨询工作，同时确保团队的运作模式高效运行。
职责
- 负责人才规划的运作日历，包括规划周期、治理论坛、指导委员会会议、高管报告和季度组织健康审查。
- 通过跟踪计划、里程碑、依赖关系、风险和行动项，支持所有工作流的交付。
- 负责赋能与采用的运作模式及其交付基础设施。
- 对模糊的范围、日期、责任和依赖关系提出质疑；对重大风险提出建议方案并进行上报。
- 包装、安排、传递并分发已批准的人才规划洞察和材料。
- 管理人才招聘作为人才规划内容的规模化分发渠道。
- 建立并维护模板、指南、标准、自助资源和赋能材料。
- 协调培训和教育活动，并跟踪工具、产出和流程的采用情况。
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Role Description
Reporting to the Head of Strategic Workforce Planning, this role is responsible for building and operating the systems, operating rhythms, and governance that enable the Workforce Planning team to deliver strategic work consistently and at scale.
As the owner of the Workforce Planning operating system, this person will drive the team's core planning and execution cadence, including planning cycles, governance forums, SteerCo meetings, executive reporting, quarterly organizational health reviews, and recurring team operating rhythms. They will also oversee the integrated portfolio plan across Workforce Planning workstreams, ensuring clear priorities, ownership, milestones, dependencies, and risk management to keep initiatives moving forward in a coordinated way.
In addition, this role will lead the enablement and adoption of Workforce Planning tools, outputs, and policies by managing how approved content is packaged, scheduled, distributed, and communicated to the appropriate audiences. Success requires strong program management, operational excellence, and the ability to bring structure to complex, evolving work while partnering effectively across Talent Acquisition, HR Business Partners, People Analytics, People Technology, Finance, and other cross-functional stakeholders.
This is an individual contributor role with broad responsibility for planning operations, program delivery, enablement, and cross-functional coordination, allowing Workforce Planning Business Partners to focus on strategic advisory work while ensuring the team's operating model runs effectively.
Responsibilities
- Own the Workforce Planning operating calendar, including planning cycles, governance forums, SteerCo meetings, executive reporting, and quarterly org health reviews.
- Support delivery across all workstreams by tracking plans, milestones, dependencies, risks, and actions.
- Own the Enablement & Adoption operating model and its delivery infrastructure.
- Challenge unclear scope, dates, ownership, and dependencies; escalate material risks with recommended options.
- Package, schedule, route, and distribute approved Workforce Planning insights and materials.
- Manage Talent Acquisition as a scaled distribution channel for Workforce Planning content.
- Build and maintain templates, playbooks, standards, self-service resources, and enablement materials.
- Coordinate training and education sessions and track adoption of tools, outputs, and processes.
- Prepare recurring executive materials using content provided by the relevant workstream owners.
- Coordinate with People Analytics and People Technology on tooling, reporting, and delivery infrastructure.
- Maintain clear documentation of decisions, ownership, processes, and ways of working.
Requirements
- 8 or more years of experience in program management, business operations, planning operations, or strategy and operations.
- Strong project management skills, with the ability to manage multiple connected workstreams.
- Ability to create clear plans, timelines, ownership, and operating rhythms.
- Strong written and verbal communication skills, including experience preparing materials for senior leaders.
- Ability to identify and manage risks, dependencies, and blockers.
- Strong attention to detail and consistent follow-through.
- Ability to work independently and effectively across teams in an evolving environment.
- Comfort using data and feedback to track delivery and adoption.
- Demonstrated ability to use automation and AI-enabled tools to simplify operational workflows, documentation, reporting, and knowledge management.
- Demonstrated ability to conceptualize employee experience as a product, with proven success applying product management principles (roadmapping, user journeys, feature prioritization) to HR initiatives
- Proficiency in leveraging design thinking methodologies to deeply understand employee needs, rapidly prototype experience solutions, and implement data-driven iteration cycles that measurably enhance engagement and retention
Preferred Qualifications
- Exposure to workforce planning, talent planning, or finance planning.
- Experience working with cross-functional teams such as Talent Acquisition, HR Business Partners, People Analytics, People Technology, and Finance.
- Experience supporting planning cycles, governance forums, or the rollout of new tools and processes.
Durable Skills
AI fluency means using these tools to amplify human judgment, not replace it. We believe people with these skills will thrive as work and technology continue to evolve:
- Awareness: Understand yourself and others.
- Judgment: Evaluate information and make decisions in complex situations.
- Adaptability: Learn, adjust, and stay effective through change.
- Connection: Communicate, collaborate, and build trust.
To learn more about why these skills matter and what the data shows about thriving through change, read this blog post from our Chief People Officer, Melanie Rosenwasser.
Compensation
Canada Pay Range
$128,400—$173,700 CAD