13 days old

Mgr. - Workforce Planning - 185293

Parsippany, NJ 07054
  • Job Code
    185293
\u003Cdiv\u003EThe Workforce Planning Manager (WFP Manager) proactively quantifies, analyzes and determines Implementation resource requirements (quantity, type, skill level and experience), to ensure timely deployment and optimized workforce alignment and capacity to achieve business goals and objectives. The WFP Manager partners closely with other business groups to understand how resources are being utilized, analyze resources utilization and capacity, identify over and under-utilization of individual resources and groups, and recommend and take actions to optimize resource utilization and ensure that project kick off dates are met. In order to achieve these objectives, the WFP Manager develops, implements, supports, and oversees the usage and maintenance of consistent workforce planning processes and tools.\u003C/div\u003E \u003Cp\u003E\u0026nbsp;\u003C/p\u003E \u003Cp\u003EThe Workforce Planning Manager role adds value by producing:\u003C/p\u003E \u003Cul\u003E \u003Cli\u003E Organizational visibility of current and future resource capacity demands\u003C/li\u003E \u003Cli\u003E Right resources ready to engage at the right time\u003C/li\u003E \u003Cli\u003E Adoption and consistent usage of workforce planning processes and tools \u003C/li\u003E \u003Cli\u003E Process discipline and continuous improvement\u003C/li\u003E \u003C/ul\u003E \u003Cp style=\u0022margin-top: 2.0pt;\u0022\u003EThe Workforce Planning Manager works collaboratively across the Implementation organization and supports the success of implementation delivery.\u003C/p\u003E \u003Cp style=\u0022margin-top: 2.0pt;\u0022\u003E\u0026nbsp;\u003C/p\u003E \u003Cp style=\u0022margin-top: 2.0pt;\u0022\u003E\u003Cstrong\u003E This role accountable for: \u003C/strong\u003E\u003C/p\u003E \u003Cul\u003E \u003Cli style=\u0022margin-top: 2.0pt;\u0022\u003E Contributing to reducing resource sharing \u003C/li\u003E \u003Cli\u003E Increasing average speed of engagement for contractors \u003C/li\u003E \u003Cli\u003E Reducing average contingent labor contractor rates \u003C/li\u003E \u003Cli\u003EBaselining work capability for future analysis \u0026 improvements\u003C/li\u003E \u003Cli\u003E Track and analyze current and future project volume \u003C/li\u003E \u003Cli\u003E Determine and track project resource requirements \u003C/li\u003E \u003Cli\u003E Plan for identified gaps in future resource demand \u003C/li\u003E \u003Cli\u003E Track resource assignments based on project requirements\u003C/li\u003E \u003Cli\u003E Facilitate optimized resource utilization\u003C/li\u003E \u003Cli\u003E Facilitate filling of resource gaps when work group capacity is exceeded\u003C/li\u003E \u003Cli\u003E Manage the hiring and up-skilling of contingent labor\u003C/li\u003E \u003Cli\u003E Build partnerships with implementation management\u003C/li\u003E \u003Cli\u003E Ensure awareness of tools and business operating procedures\u003C/li\u003E \u003Cli\u003E Serve as champion for processes and tools \u003C/li\u003E \u003Cli\u003E Ensure consistent and standard usage n\u003C/li\u003E \u003Cli\u003E Build and maintain tools and processes to support workforce planning\u003C/li\u003E \u003Cli\u003E Apply Simplify, Innovate, Grow (SIG) principles to increase efficiency and effectiveness\u003C/li\u003E \u003Cli\u003E Capture, analyze and act on lessons learned for processes and tools\u003C/li\u003E \u003Cli\u003E How to effectively resource projects to ensure a timely kick off and the best resource utilization\u003C/li\u003E \u003Cli\u003E How to balance the work load/projects, including when to move a project\u003C/li\u003E \u003Cli\u003E What the staffing plans should be based on methodology and client complexity \u003C/li\u003E \u003Cli\u003E How talent/resources should be assessed by providing feedback to delivery management, including utilization productivity metrics\u003C/li\u003E \u003Cli\u003E What training needs should be forecasted, including type of training, number of resources to be trained, and timing of training\u003C/li\u003E \u003Cli\u003E What the annual capacity plan that aligns to annual financial plan should be\u003C/li\u003E \u003Cli\u003E Responsible for the development of the workforce planning strategy, processes, and tools for effective workforce planning and management.\u003C/li\u003E \u003Cli\u003E 3rd party vendors for securing contingent labor\u003C/li\u003E \u003C/ul\u003E \u003Cp\u003E\u003Cstrong\u003EExperience\u003C/strong\u003E\u003C/p\u003E \u003Cul\u003E \u003Cli\u003E 3--5 years of related experience\u003C/li\u003E \u003Cli\u003E Bachelor\u0027s Degree\u003C/li\u003E \u003Cli\u003EPMP or other project management certification desirable\u003C/li\u003E \u003Cli\u003EUnderstanding of enterprise software implementations\u003C/li\u003E \u003Cli\u003E Demonstrated leadership without management authority\u003C/li\u003E \u003Cli\u003E Consultative skills, including asking probing questions, presenting options, positioning information, recommending solutions\u003C/li\u003E \u003Cli\u003E Resource management\u003C/li\u003E \u003Cli\u003E Hands on enterprise software implementation experience\u003C/li\u003E \u003Cli\u003E Demonstrated understanding of Human capital management (HCM) or one of the domains that are a part of HCM, and HCM touch-points between domains\u003C/li\u003E \u003Cli\u003E Project management\u003C/li\u003E \u003Cli\u003E Business process analysis\u003C/li\u003E \u003Cli\u003E Change/transition management\u003C/li\u003E \u003Cli\u003E Use of social media collaboration tools\u003C/li\u003E \u003Cli\u003EExperience with Work Front product preferred\u003C/li\u003E \u003C/ul\u003E \u003CP\u003E\u003Cdiv\u003E \u003Cp\u003E\u003Cstrong\u003EPreferred Experience\u003C/strong\u003E\u003C/p\u003E \u003Cul\u003E \u003Cli style=\u0022margin-left: 0.25in;\u0022\u003E Workforce planning\u003C/li\u003E \u003Cli style=\u0022margin-left: 0.25in;\u0022\u003E Experience in the field of Human Capital Management strongly preferred. \u003C/li\u003E \u003Cli style=\u0022margin-left: 0.25in;\u0022\u003E Business process analysis\u003C/li\u003E \u003C/ul\u003E \u003Cp\u003E\u0026nbsp;\u003C/p\u003E \u003Cp\u003E#LI-LP2\u003Cbr /\u003E#LIGLOBAL\u003C/p\u003E \u003C/div\u003E\u003C/P\u003E \u003CP\u003EWe\u0027re designing a better way to work, so you can achieve what you\u0027re working for. Consistently named one of the \u0027Most Admired Companies\u0027 by FORTUNE\u00AE Magazine, and recognized by DiversityInc\u00AE as one of the \u0027Top 50 Companies for Diversity,\u0027 ADP works with more than 740,000 organizations across the globe to help their people work smarter, embrace new challenges, and unleash their talent. \u0022Always Designing for People\u0022 means we\u0027re creating platforms that will transform how great work gets done, so together we can unlock a world of opportunity.\u003C/P\u003E \u003CP\u003EAt ADP, we believe that diversity fuels innovation. ADP is committed to equal employment opportunities regardless of race, color, genetic information, creed, religion, sex, sexual orientation, gender identity, lawful alien status, national origin, age, marital status, or protected veteran status. We support an inclusive workplace where associates excel based on personal merit, qualifications, experience, ability, and job performance.\u003C/P\u003E

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Posted: 2019-11-01 Expires: 2019-12-12

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Mgr. - Workforce Planning - 185293

ADP
Parsippany, NJ 07054

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