Director, Workforce Planning

Baltimore, MD, United States

Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS’ relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peacebuilding.

Background:

As a global organization, that has grown significantly in size over the past decade, CRS is now comprised of almost 7,000 people from over 100 countries who collaborate to catalyze transformational change. Four Strategic Approaches that will enable the agency to achieve the Vision 2030 Strategy have been identified. One key Strategic Approach is to build a more agile, innovative, and impactful organization.

Job Summary:

The Director, Workforce Planning sets vision, develops programs and drives learning outcomes based on an informed, integrated, and strategic approach to workforce planning across the agency. This leader is responsible for agency-wide capability and competency models, designing talent management processes and tools, and supporting HR partners in implementing workforce planning and talent initiatives on a global scale. The leader is responsible for the development and implementation of an agency-wide workforce planning and talent strategy to develop capabilities that support region and division objectives today and for the future. The Director, Workforce Planning is responsible for building a team ensuring that they operate in collaboration with Finance and the business to identify needs, design and run processes and use analytical tools to diagnose opportunities and deploy solutions. Reporting to the Director, Organization Development, Global People Resources (GPR), the Director, Workforce Planning is a strategic partner for CRS executive leadership, advising on Workforce Planning and Talent initiatives.

Role and key responsibilities

Lead the development and execution of an agency-wide Workforce Planning process that is informed by talent assessments, talent mapping, succession planning and future workforce needs

Work with leaders across the agency to help analyze their current workforce capacities and needs and to develop and implement programs that are relevant, timely and data-driven

Lead and support organizational succession planning to ensure the organization has a pipeline of diverse ready-now talent for key roles across divisions and regions

Design, launch, measure and sustain learning initiatives (programs, curriculum, paths) based on identified gaps

Work with leaders to assess their team effectiveness and help identify resources and programs to help them prepare for and manage change effectively

Support leaders in understanding their workforce metrics and setting workforce targets

Develop standards, processes, policies, tools, and programs for meeting short term talent needs (1-3 years) by business function and location in collaboration with business planning

Strategize, plan, and execute initiatives as it relates to organization’s employee headcount growth globally, leaning heavily on the analytics and tooling arms of in People Analytics

Interface with Leaders in Finance, Talent Acquisition, Business Technology, and Business Leaders to manage the iterative workforce data.

Translate workforce data into useful insights to advise talent strategies / recommendations to HR and Business leadership

Partner with HR & Finance to further develop the approach and timeline for implementing long-range workforce planning

Other:

Cultivate, own, and influence stakeholder partnership that support talent people development and career growth

Effectively monitor and manage workforce planning team budget budgets

Monitor and share trends and best practices in workforce planning with GPR leadership and executive leadership teams

Partner with GPR Leadership and Centers of Expertise (CoE) to align workforce planning initiatives with GPR and agency strategy

Identify and manage workforce planning KPIs and metrics that help assess the impact and effectiveness of programs and initiatives

Qualifications Basic Qualifications

Bachelor’s Degree in Industrial/Organizational Psychology, Organizational Behavior, Organizational Development, or related field, Master’s degree preferred

Minimum of 10 years of progressive experience workforce planning, talent management, analytics, or a related field

Ability to travel 10-15% of time

Knowledge, Skills and Abilities

Strong understanding of workforce planning, succession planning and talent development

Proven track record of driving key strategic workforce planning initiatives across all levels of an organization

Experience leading collaborative, multi-functional projects and toggling between strategic and tactical efforts seamlessly

Excellent interpersonal, oral and written communications skills

Proven ability to effectively influence and collaborate at all levels, including executive level

Ability to collect and analyze data to inform and influence programs and work plans

Strong business and HR acumen, including problem solving skills and critical thinking

Ability to prioritize workflow and to work independently with minimal direction

Ability to deal with ambiguity and competing priorities

Ability to manage sensitive and confidential information

Preferred Qualifications:

Proven track record working in a global, matrixed organization

Strong understanding of talent development across diverse cultures

Experience managing culture and behavior change in a global organization

Advanced analytical and reporting skills using Oracle or a similar platform

Strong analytical and system skills; Able to analyze & understand complex problems & propose possible solutions

Extensive program management experience, delivering outputs on an ambitious timeline

Experience leading a diverse and globally distributed team

Agency-wid e Competencies (for all CRS Staff)

These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.

Integrity

Builds Relationships

Develops Talent

Strategic Mindset

Accountability & Stewardship

Supervisory Responsibilities: This person is responsible for building the team and should demonstrate a proven ability to influence senior leaders, lead teams and enable colleagues to deliver their best.

Key Working Relationships:

Internal – GPR Leadership, Executive Advisory Committee (EAC), Overseas Operations (OverOps) Leadership Team, Finance Team, Talent Acquisition Team

***Our Catholic identity is at the heart of our mission and operations. Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. We welcome as a part of our staff people of all faiths and secular traditions who share our values and our commitment to serving those in need. CRS’ processes and policies reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.

CRS’ talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

CRS is an Equal Opportunity Employer

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