Strategic Workforce Planning Manager

The SWP Manager leads the development and execution of Strategic Workforce Planning initiatives to ensure the organization has the right people, skills and capacity at the right cost level to achieve its short- and long-term business objectives. The SWP Manager partners with HR teams, Finance and Business Leaders to forecast workforce needs, identify gaps, and design actionable plans that align talent strategies with organizational priorities.

Key Responsibilities

• Workforce Planning: Develop and maintain workforce planning models and frameworks, ensuring they are adaptable and aligned with organizational goals. Forecast talent needs based on business growth, market trends, expected attrition and strategic priorities, and translate insights into actionable plans. Provide insights to optimize people costs by balancing skills levels required and location. Identify workforce risks (e.g., skill gaps, attrition, performance challenges, succession challenges) and propose mitigation strategies to safeguard business continuity.
• Data Analysis & Insights: Analyse workforce data to identify trends, gaps, and opportunities, ensuring insights are aligned with business objectives. Provide actionable insights to HRBPs and Business Leadership to support evidence-based decision-making.
• Process & Tools: Implement and optimize workforce planning tools and methodologies to ensure efficiency and scalability. Ensure data integrity and accuracy in workforce planning systems to maintain reliability of insights.
• Reporting & Governance: Prepare regular reports and dashboards on workforce metrics and forecasts to provide visibility and support strategic decisions.
• Stakeholder Collaboration: Partner with HRBPs, Talent Acquisition & Talent Management, Finance, and business leaders to align workforce plans with budgets and operational goals. Facilitate workforce planning workshops and discussions.
• Capability Building: Facilitate workshops and learning sessions to enhance understanding of workforce analytics. Provide ongoing guidance to apply SWP in operational and strategic contexts. Offer ongoing guidance on translating insights into workforce strategies and operational plans. Deliver training on system functionalities, dashboards, and reporting features. Build confidence in applying methodologies for scenario planning and workforce modeling. Understand and interpret workforce reports and dashboards. Build confidence in leveraging reporting tools for proactive management.
• Technical & Functional Skills: Deep understanding of SWP frameworks, demand/supply modelling, scenario planning, workforce segmentation, and long-range planning methodologies. Ability to analyse large datasets, interpret trends, and translate data into actionable insights for decision-making. Skilled in building and maintaining forecasting models, scenario simulations, and capacity planning tools. Experience evaluating workforce cost drivers, optimizing skill mix, balancing location strategies, and designing cost effective workforce scenarios. Strong command of HR analytics platforms, workforce planning systems, dashboards, and reporting tools (e.g., HRIS, BI tools). Ability to define, implement, and improve scalable workforce planning processes across functions and geographies. Expertise in identifying workforce risks (e.g., skill shortages, attrition, capacity gaps) and designing appropriate mitigation strategies. Connects workforce planning outputs to broader business strategy, financial plans, and long-term organizational priorities. Adept at questioning assumptions, evaluating alternatives, and designing solutions that balance cost, capacity, and capability. Able to translate complex workforce analytics into simple, compelling narratives for senior leaders and non-technical stakeholders. Builds credibility with HR, Finance, and business leaders; effectively influences direction through data-driven recommendations. Works effectively across HR, Finance, Talent Acquisition, and business units to build alignment on workforce scenarios and plans. Comfortable working with ambiguity, adjusting forecasts, and adapting to shifting business priorities. Proactively identifies opportunities to enhance processes, tools, and data quality to elevate SWP maturity. Acts as a trusted advisor to HRBPs and business leaders, guiding them in making informed workforce decisions.

About Us

Embark on your new adventure at Euroclear, and work at the heart of the global capital markets. We connect over 2,000 financial institutions across the globe. As an open and resilient infrastructure, we contribute to the stability of the financial markets. We help clients cut through complexity, lower costs, and mitigate risks of financial transactions. At Euroclear, we have the clear ambition to use our key role to facilitate and accelerate a sustainable global financial system.

What We Offer

• Work closely with inspiring, supportive and engaged colleagues from more than 80 different countries.
• Practice your talents in a highly professional international environment.
• Join a learning and development environment with an emphasis on knowledge sharing and training.
• Competitive salary and comprehensive benefits.

Ways of working

Find your own optimal balance within our hybrid working model, where you can connect at the office 8 days a month and also benefit from remote working.

Great Place to Work for All

We are committed to creating an inclusive culture that celebrates diversity and strives to be a Great Place to Work for All. All qualified applicants will be considered for employment, regardless of any aspect that makes them unique (including race, religion, national origin, gender, sexual orientation, age, marital status, pregnancy, disability, ...). If you need any specific accommodation due to disability or any other reason, you can let the recruiter know during your application process. Our values guide how we work together and shape our future: Our mission and values - Euroclear.