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Project Manager: Workforce Planning

Detroit, MI 48226

Posted: 03/26/2024 Employment Type: Contract Job Category: Human Resources Job Number: 614684 Country: United States Is job remote?: No

Job Description


Project Manager: Workforce Planning
8-month contract
Location: Detroit MI 

$30-37/hr 

 

Must Haves:
  • Minimum: Bachelor degree in Human Resources, Business Administration, Finance/Accounting, Management, or related discipline, required
  • 3-plus years of professional-level HR experience.
  • Minimum of five (5) years of experience in data management and analytics within Human Resources, Finance, or related fields.
  • Minimum of three (3) years of experience in project management
  • Proficiency in Microsoft Office applications sufficient to apply them with minimal instruction or guidance
  • Strong Excel Skills, and Power BI experience.

Preferred:
  • Post graduate degree in an HR-related discipline (business, labor relations, economics, or similar)
  • HR experience encompassing a broad range of disciplines, including lead- or senior-level responsibilities or certification from a professional association within the HR discipline.


 Job Summary/Description:
Educate leadership and those in the field on processes and requirements as it relates to strategic workforce planning. A blend of strategic planning and project management responsible for the planning, management and execution of multiple projects that may encompass multiple disciplines in support of strategic priorities. Develops a high-level strategic plan(s), ensuring their successful. implementation and ongoing execution; may investigate and evaluate initiatives consistent with long-range goals. Acts as a partner to business management formulating HR plans. Operates on a largely independent basis in a complex environment. May mentor, provide guidance and direction, or act in a ‘subject matter expert’ capacity for less experienced staff.
Key Accountabilities
  • Leads the work to develop & enhance the Workforce Planning Toolkit (systems, process, tools, & reports) that support functional, regional & area workforce planning
  • May lead continuous improvement (CI) commitment and systematic CI efforts
  • Provides support to senior management in the formulation and implementation of long-term business strategy
  • Partners with HR and business unit leaders to develop immediate and long term workforce plans
  • Leads and facilitates the strategy update process, development of organizational scorecards, develops and participates in presentations for senior management and other communications as directed by senior corporate management
  • Facilities the integration and reporting of key organization performance measures for senior management of the organization and other senior Corporate leaders
  • Seeks data and input from throughout the organization on issues deemed critical by senior management; conducts associated analyses and develops consolidated status reports. Recommends ‘next steps’ and ensures their implementation.
  • Keeps abreast of industry developments and competitor strategies that may impact the organization
  • Consult w/ executive leadership, management & labor partners/leaders to address complex, high level strategic workforce planning issues to include determining the workforce planning challenges & structuring the problem-solving approach.
  • Leads and facilitates the strategy update process, development of organizational scorecards and creation of the business units’ annual operating plans.
  • Acts as liaison for various corporate initiatives including strategic planning, human resources, communication and regulatory initiatives and serves as an internal consultant to business units, as required to support the overall strategy.
Qualifications
  • EDUCATION, EXPERIENCE & COMPETENCIES (may vary, depending on the discipline or organization)
  • Minimum: Bachelor degree in Human Resources, Business Administration, Finance/Accounting, Management, or related discipline, required and 3-plus years of professional-level HR experience. Minimum of five (5) years of experience in data management and analytics within Human Resources, Finance, or related fields. Minimum of three (3) years of experience in project management
  • Demonstrated superior analytic and decision making skills
  • Proficiency in Microsoft Office applications sufficient to apply them with minimal instruction or guidance; this level of proficiency typically attainable through several year(s) of substantive experience with the applications. Strong Excel Skills, and Power BI experience.
  • Preferred: Post graduate degree in an HR-related discipline (business, labor relations, economics, or similar), & HR experience encompassing a broad range of disciplines, including lead- or senior-level responsibilities or certification from a professional association within the HR discipline.
  • Proficient verbal, written and presentation skills; communicates clearly, with credibility and confidence.
  • Communicates effectively (verbally & in writing) with individuals at all levels, inside and outside the Corporation.
  • Consulting and influencing skills consistent with the ability to build relationships and influence
  • Analytical & problem-solving skills consistent with the ability to identify key issues from a broad range of alternatives, and recommend optimal solutions for various situations.
  • Ability to develop / coordinate cross-functional work groups and projects, yielding optimal outcomes.
  • Business & management acumen extending beyond the incumbent’s specific job, enabling him to offer valuable insights, recommendations or challenges to policies, procedures & practices extending beyond the immediate scope of his job (this level of insight or expertise is typically not attained without several years of experience, regardless of the level of educational attainment).
  • Broad understanding of power generation, transmission, distribution and regional power dispatch issues.
  • Ability to conduct effective & efficient meetings; manages meetings with optimal results.
  • Flexibility & the ability to work with shifting priorities; embrace new/evolving responsibilities.
  • Balances multiple demands from superiors, and/or subordinates & peers in a positive and even-handed fashion; displays a calm demeanor under pressure.
  • Initiates new ideas and approaches; challenges prevailing practices & approaches with reasonably sound alternatives.
  • Thorough orientation in ‘customer satisfaction-driven’ business units, and the ability to plan, organize, and manage with a Total Customer Satisfaction (TQS) focus.
  • Well-developed organization and planning skills (typically acquired through at least “X” years of experience).


Incumbents may engage in all or some combination of the activities and accountabilities and utilize varying combinations of the competencies cited in this description, depending on the organization & role to which they’re assigned. This description is intended to describe the general nature & level of work being performed by incumbents in this job. It is not intended as an all-inclusive list of accountabilities or responsibilities, nor is it intended to limit the right of any supervisory or management representative to assign, direct & control the work of employees under his supervision.
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