Ben is Located in Memphis --
External
Backfill
Program Management Advisor
-- Internal and external: interested in internals
Interested in consulting backgrounds
Location: Plano, Pittsburgh, Memphis. Open to relocation
Needs to create position WD
Analytical background. Significant amount of analytics. Be AI proficient. Want them to be good level of fluency. Workforce strategy and management exp. Workforce/ Manpower analysis experience. Good partnership, highly organized. 2 analysts that work behind the scenes. Work with leadership. Translate requirements into modeling that SLT can made decisions with support. Package into coherent message that can go to Finance, Legal, HR, etc
Team size: team of 4 – two are back, behind curtains that are analyst doing data validations, excel, powerBI. Not forward facing. Two others are my forward facing who face excels and bring creditability to workforce discussion entails. Ken and Laurie are Back office data folks. Eric and Alyssa are the exec facing folks. Complement to Eric and Alyssa
Only work on Workforce planning for FTEs. Skill in organizational change management (novice level)
Bias towards analytics. Workforce planning and strategy
JD:
1) Serve as the dedicated workforce strategy partner to 8 SLTs across a 15k+ FTE global footprint;
2) Facilitate definition of org-level workforce plans and validates alignment to Enterprise capacity-to-demand targets, global footprint rebalancing, and approved funding models;
3) Reconciles funded vs. onboard positions and vacancy posture at each SLT level, resolving variances;
4) Manages the handoff into the approval and execution pipeline, ensuring plans are decision-ready rather than returned for re-work.
Required capability profile: This position is scoped to the current state demands of the strategy. Required capabilities: 1) Analytical depth. Builds and interrogates workforce models including funded vs. onboard reconciliations, vacancy and attrition posture, scenario modeling vs. Enterprise targets. Must be able to construct the analysis independently and defend the assumptions to executive leadership. 2) Applied AI fluency. Uses AI tooling and structured prompting to compress analytical cycle time, synthesizing org-level plan submissions, drafting and iterating executive-ready content, and standardized recurring analysis across the SLT orgs. This is a working requirement, not a familiarity requirement. 3) Executive translation. Converts modeling output into decisions SLTs can act on, and into packages that clear Finance, HR, and TA review.
Interviews: 15 minute HM screen to dwindle number down after RPS. TBD on presentation – play that by ear
94k-125k for Pittsburgh Range
3-5 years consulting. Good work life balance