Strategic Workforce Planning Manager

Position Mission The mission of this role is to shape, lead, and embed strategic workforce planning as a core business capability, ensuring the organization has the right talent, skills, and structure to achieve its long-term business objectives. This position exists to influence enterprise strategy through advanced workforce insights, close partnership with HR Business Partners (HRBPs) and senior executives, and proactive solutions to complex workforce challenges. At this moment, this position does not have direct reports. Brief Description of the Position Lead enterprise-wide workforce strategy, partnering with HRBPs and senior leadership to forecast future talent needs, address workforce gaps, and align organizational capability with business priorities. Leverage advanced workforce analytics and predictive insights to influence decision-making, drive talent strategies, and optimize organizational performance. Activities and Responsibilities  Develop, own, and continuously evolve long-term workforce planning strategies aligned with business strategy. Partner with C-suite and senior leadership to ensure workforce planning is a driver of business transformation and growth. Embed workforce planning into enterprise planning cycles (strategic planning, budgeting, operational planning). Collaboration with HRBPs and Business Leaders Partner closely with HRBPs to integrate workforce planning into talent, succession, and organizational design strategies. Translate business priorities into actionable workforce strategies at enterprise, functional, and regional levels. Facilitate cross-functional alignment between HR, Finance, and business leadership on headcount planning, skills forecasting, and workforce costs. Advanced Analytics & Workforce Insights Lead advanced analytics, scenario modeling, and predictive forecasting to anticipate future skills, capacity, and talent requirements. Translate complex workforce data into actionable insights for executives and business leaders. Develop and oversee dashboards, reporting frameworks, and workforce models that inform enterprise decisions. Talent Strategy & Future of Work Identify emerging workforce gaps and design strategies for talent acquisition, reskilling, and retention. Champion workforce agility and capability building in response to digital transformation, automation, and changing business models. Monitor labor market and industry trends to proactively advise leadership on risks and opportunities. Operational Excellence & Governance Oversee workforce planning tools and ensure consistent, high-quality data inputs across the enterprise. Establish governance frameworks and processes for workforce planning, ensuring compliance with regulatory, privacy, and internal standards. Build organizational capability in workforce planning through training, frameworks, and best practices. Key Performance Indicators (KPIs) Strategic Workforce Alignment:  Degree of alignment between workforce strategies and business priorities. Forecast Accuracy:  Precision of workforce projections and predictive models. Executive Adoption:  Integration of workforce insights into C-suite and senior-level decision-making. Process Efficiency:  Timeliness and cost-effectiveness of workforce planning processes. Talent Readiness Metrics:  Availability of critical skills and talent pipelines to meet business needs. Main Opportunities and Decisions This role operates at the intersection of business strategy, HR strategy, and advanced analytics . Key challenges include anticipating disruptive workforce shifts, balancing cost efficiency with capability growth, and influencing executive priorities with data-driven insights. This position represents a transformational leadership opportunity —guiding the organization to be future-ready, agile, and resilient in a competitive and evolving environment. Key Relationships, Stakeholders & Interfaces (External & Internal): HR Leadership Business Leaders HR Business Partners Finance and Controller HR BBS IT Vendor Knowledge and Technical Skills  Bachelor’s degree in human resources, Business Administration, Finance or a related field; master’s preferred. 10+ years of experience in strategic workforce planning, HR strategy/consulting, partnering closely with HRBPs and Finance to align talent plans with business goals. Advanced analytical and forecasting skills (supply/demand, scenario modeling). Excellent executive communication and stakeholder influence skills. Proven ability to manage multiple business portfolios and deliverables simultaneously in a matrixed environment. Strong project/program management and facilitation skills (workshop, governance, roadmaps) with a track record of driving adoption. Strong attention to detail and data integrity; experienced handling confidential information and adhering to compliance standards. Languages: English: Fluent #TN-1  Bunge (NYSE: BG) is a world leader in sourcing, processing and supplying oilseed and grain products and ingredients. Founded in 1818, Bunge’s expansive network feeds and fuels a growing world, creating sustainable products and opportunities for more than 70,000 farmers and the consumers they serve across the globe. The company is headquartered in St. Louis, Missouri and has 25,000 employees worldwide who stand behind more than 350 port terminals, oilseed processing plants, grain facilities, and food and ingredient production and packaging facilities around the world. Bunge is an Equal Opportunity Employer. Veterans/Disabled