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About the Role
This role leads the design and evolution of integrated workforce and talent strategies to anticipate future talent needs, understand supply, build skills, strengthen leadership pipelines, and enable employee growth. It connects Strategic Workforce Planning, skills, talent review, succession, and career development to improve decisions about workforce capacity, talent readiness, development priorities, and succession risk, while creating clearer pathways for employee growth. The leader translates workforce and talent insights into practical, scalable processes, decision frameworks, governance, user experiences, and enabling requirements. This role focuses on turning workforce insights into practical talent and workforce actions, not technology configuration.
Responsibilities
- Partner with Strategic Workforce Planning to design and continuously improve SWP strategy execution, connecting business strategy, operating plans, financial planning, workforce demand, talent supply, skills, capacity, cost, location, and timing.
- Translate workforce planning needs into practical process designs, planning activities, decision points, user journeys, governance routines, data and reporting requirements, and adoption plans.
- Design scenario-planning approaches and experiences to assess workforce gaps and evaluate investment tradeoffs, including build, buy, borrow, redeploy, or automate actions.
- Design how workforce demand, talent supply, skills, talent review, succession, and development practices work together to support enterprise talent decisions.
- Lead the design and continuous improvement of talent review, calibration, and succession processes, including identifying critical roles, evaluating readiness, assessing succession coverage, and identifying talent risks.
- Translate succession insights into enterprise risk visibility, including critical role coverage, depth of successor pools, readiness gaps, mobility constraints, and exposure in business-critical leadership roles.
- Lead the integration and continuous evolution of skills across workforce planning and talent experiences, ensuring skills insights inform talent decisions, career growth, internal mobility, and employee development.
- Lead the design and evolution of career and development experiences, including career exploration, career & development conversations, and visibility to internal opportunities.
- Translate employee and leader needs into requirements for enabling capabilities such as personalized learning suggestions, development plans, career navigation, opportunity marketplaces, gigs, internal networking, and other skills-enabled recommendations.
- Create mechanisms to identify, track, and activate enterprise talent across business units, ensuring high-potential and succession-critical talent is visible beyond current reporting lines.
- Apply user-centered design methods to understand business, employee, leader, and HR needs and translate them into scalable processes, decision frameworks, user experiences, and supporting resources.
- Partner with HR Engineering, HR Technology, Business Finance, and Strategic Workforce Planning teams to define business requirements & priorities, data needs & reporting expectations, and experience considerations for SWP and talent solutions.
- Develop enablement, guidance, and adoption approaches to help users understand new processes and capabilities, incorporate them into their work, and apply them consistently.
- Establish governance models that clarify enterprise standards, ownership, decision rights, cross-functional handoffs, operating rhythms, and approaches for managing exceptions.
- Define success measures and use workforce data, experience insights, stakeholder feedback, and adoption indicators to identify friction, improve processes, and inform future design priorities.
- Facilitate cross-functional discovery and decision-making, advise senior stakeholders, and communicate complex workforce and talent concepts clearly across executive, business, HR, and technical audiences.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Finance, Strategy, Design, or a related field required; advanced degree preferred.
- 10+ years of experience in Strategic Workforce Planning, workforce strategy, talent management, succession, career development, skills strategy, organizational effectiveness, talent management experience design, HR or Talent consulting or related disciplines.
- Depth of experience in Strategic Workforce Planning, including scenario planning, talent demand and supply, workforce economics, skills-based planning, workforce strategy or labor investment decisions.
- Demonstrated experience in integrating talent review, succession planning, career development and skills-based talent practices with workforce data and planning insights.
- Demonstrated experience designing and evolving enterprise talent, workforce, organizational effectiveness, or planning solutions that are practical, scalable, user-centered, and connected to business outcomes.
- Experience translating business and user needs into requirements, use cases, process designs, governance models, data and reporting needs, adoption plans, and technology-enabled solutions.
- Experience partnering across Talent, Finance, Technology, HR Business Partners, Talent Analytics, HR Technology, and business stakeholder groups.
- Experience working in technology-enabled planning or talent environments preferred; familiarity with Strategic Workforce Planning platforms and HRIS technology is helpful but not required.
Skills
- Strategic Workforce Planning
- Workforce strategy
- Talent management
- Succession planning
- Career development
- Skills strategy
- Organizational effectiveness
- Talent management experience design
- HR consulting
- Talent consulting
- Scenario planning
- Talent demand and supply analysis
- Workforce economics
- Skills-based planning
- Labor investment decisions
- User-centered design
- Process design
- Governance models
- Data analysis
- Reporting
- Change management
- Stakeholder management
- Communication
Location
- Remote
- Hybrid
Work Type
- Remote
- Hybrid
Experience Level
- 10+ years of experience
Education Level
- Bachelor's degree required
- Advanced degree preferred
Salary/Compensations
- $130,800.00 - $196,200.00
- $143,920.00 USD - $215,880.00 USD
- $150,400.00 USD - $225,600.00 USD
About the Company
- Grow your career with a best-in-class company that puts our clients' interests at the center of all we do.
Equal Opportunity
- Northwestern Mutual is an equal opportunity employer that welcomes talented individuals of all backgrounds. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.