The director, Workforce Strategy and Planning develops, drives and executes on critical workforce strategies to meet both current and future business challenges for BNSF. This position manages the overall workforce planning process; including hiring plan forecasting and development, diversity hiring and representation targets, and talent management trends and insight. Through monitoring and reporting of internal and external workforce-related data and trends, this position provides consultation to senior HR and business leaders on critical workforce implications and trends. This position collaborates across the multiple stakeholders across business units and functions to accomplish its objectives. The position reports to Debra Ross, assistant vice president, Learning and Organization Development.
• Deliver data driven insights to support actionable strategic workforce direction; including bi-annual presentations of key workforce-related metrics to the BNSF Executive Team.
• Apply superior subject matter expertise, analytic capability, thought leadership, internal/external drivers, business strategy and labor market conditions to create scenarios and predictive modeling to anticipate workforce needs and deficiencies.
• Advise on workforce planning strategies to address core capability gaps / resource shortages.
• Monitor and report on key workforce targets and metrics (e.g., Headcount, hiring, diversity).
• Leverage HRIS resources to develop and implement workforce planning systems.
• Conduct ad hoc studies that answer key organizational questions (e.g., Management Trainee hiring and career progression, attrition analysis).
• Lead the strategy and execution of organizational surveys.
• Participate as a key member and contributor to forums involving workforce planning.
• Collaborate with key stakeholders across Finance, HR, and Operations as needed.
• Partner with staffing, HR Matrix, talent planning, and learning and development teams to define workforce plans, including appropriate external sourcing or internal employee development strategies.
• A Bachelor’s degree in business, economics, statistics, or similar field, complemented by a Master’s degree in I/O Psychology or human resources; a PhD is desirable.
• 10-15 years experience in the workforce planning function or related business areas.
• Demonstrated excellence in analyzing data, developing meaningful workforce planning insights, and presenting those insights and recommended actions to audiences ranging from supervisors to CEO.
• Experience across the HR/Medical function (e.g., Recruiting/Staffing, Employee Assessment/Testing,
• Training/Development, Performance Management, Retention, Succession Planning, HR Systems, etc.) is preferred.
• Significant experience in using workforce planning and analytical systems (e.g., Statistical Package for the Social Sciences -SPSS), Excel, and PowerPoint with a demonstrated ability to convert complex data to meaningful business insight.
• Experience conducting high-level needs assessments and surveys from which actionable plans are developed and implemented.
Skills And Experience:
The successful candidate will have demonstrated capabilities and leadership in a large organization in workforce planning and strategy. Desired skills and experience includes:
• Sound business and financial acumen.
• Extensive analytic skills to assess business situations, processes and data in a highly detailed and complex environment.
• Experience in scenario forecasting, workforce analysis and predictive modeling.
• Excellent project management skills.
• Effective communication and presentation skills (written and verbal).
• Must have an extremely strong ability to assess organizational needs, understand the history of the organization, and adapt to an environment with a highly developed culture.
• Experience managing complex projects.
• Experience multi-tasking in a highly matrixed environment with ability to adapt to changing priorities.
• Must be intelligent, responsive, and relational.
Transportation Worker Identification Credential (TWIC): Federal authority requires BNSF employees, whose work requires unescorted access to secure areas of port facilities, to obtain a TWIC. A TWIC is a condition of employment for such positions and requires candidates to those positions to submit to a TSA security assessment (to include, but not limited to, providing: biographic information; identity documents; fingerprints; digital photograph). More information is available at www.tsa.gov/twic.
BNSF maintains a drug-free workplace and performs pre-employment substance abuse testing.
All positions require pre-employment background verification; this includes but is not limited to medical history, criminal history, social security id, and work employment history including military service.