Senior DIrector, Workforce Strategy and Planning

Position Summary... What you'll do... About Walmart Global People Leaders and individual contributors alike look to our Global People teams to influence strategy, optimize working models and enable the business to achieve results while preserving the fabric that sets us apart and keeps our 1.3M associates coming to work every day. By providing the necessary tools and insights, our People professionals operate as partners at every phase of workforce planning, talent management, organizational design and change management. From building communities to preparing Walmart for the future, to be a member of this team is to operate as a vital component to our sustainable success. Together, we think beyond the status-quo and inspire others to evoke positive change. When you join us in Global People, you immerse yourself in our culture, becoming a trailblazer and a true agent of influence. Walmart Workforce Strategy and Planning The Workforce Strategy & Planning team helps to ensure that Walmart has the right people at the right time, in the right role at the right cost and location to deliver our business strategy. We foster strategic partnerships and provide proactive insights and plans to elevate decision making that helps better manage our workforce and workplace. We develop agile, fair, and consistent practices and platforms that improves our workforce ecosystem in order to meet business demand, respond to talent market shortages with agility, close critical skill gaps, and maintain robust short- and long-term diverse talent pipelines. The Sr. Director, Workforce Strategy & Planning will lead a team of workforce strategy and planning associates working on key workforce strategy and planning initiatives, to include driving large organizational transformations, building workforce strategies and annual, & multiyear plans, and implementing governance processes for headcount management. Additionally, this leader will drive location strategy and dynamically provide proactive intelligence (internal and market) to elevate data-driven decision making. This role will also play a critical role in driving the evolution of workforce strategy and planning at Walmart by enhancing frameworks and playbooks, improving technology, and helping to more effectively present and tell our workforce story to senior leaders. We are looking for a strategic leader with a proven track record in workforce strategy and planning who can partner and influence the People Team (Talent, Total Rewards, Leadership and Learning, & People Partners), Finance & Business towards developing strategies and plans that ensure we have the right workforce to achieve our business goals. You’ll sweep us off our feet if… You have successfully led a team implementing workforce strategy and planning in a diverse, multi-faceted business. You led initiatives involving organizational transformation You developed and presented workforce dashboards and insights (market trends, forecast,, organizational diagnostics and benchmarks, etc…) to senior leaders You have experience with building predictive workforce and associated cost models, conducted skills and job analysis, and leveraged market intelligence as an input for dynamic workforce/talent planning. You have implemented headcount governance processes including position management You are comfortable with change and have strong change management experience You’re familiar with balancing many activities simultaneously and have the agility to re-prioritize tasks as required You’re not comfortable with the status quo but instead are constantly looking to improve outcomes You have strong business acumen, analytical and the ability to think systematically and holistically You have strong stakeholder management skills and a strong ability to influence You’ll make an impact by Leading and executing multiple, large, complex projects plans by leading planning efforts; partnering with key stakeholders and driving end-to-end organizational design projects; providing recommendations steeped in internal and external data Overseeing the development of a workforce strategy , focused on designing a workforce plan; consulting with cross-functional leaders to drive workforce validation and improvement strategies in alignment with enterprise objectives; evaluating initiatives for return on investment and consulting on potential outcomes; increasing accuracy of workforce forecasting for the annual operation plan; Overseeing workforce planning projects by establishing priorities and goals; developing action plans; obtaining and allocating resources; monitoring progress toward project milestones; organizing, facilitating, and directing cross-functional meetings to share information, evaluate progress, and implement changes; developing, implementing, and analyzing metrics to measure project success; summarizing and evaluating project results; and communicating project status with key stakeholders and cross-functional partners. Overseeing project execution by ensuring compliance with project procedures and guidelines; advising on, executing, and documenting organizational practices and company, legal, and regulatory policies and procedures; and evaluating and responding to issues and concerns regarding analytics practices and procedures. Providing overall direction by analyzing business objectives and customer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices; analyzing costs and forecasts and incorporating them into business plans; determining and supporting resource requirements; evaluating operational processes; measuring outcomes to ensure desired results; identifying and capitalizing on improvement opportunities; promoting a customer environment; and demonstrating adaptability and sponsoring continuous learning. Developing and implementing strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and succession planning; and leveraging the capabilities of new and existing talent. Cultivating an environment where associates respect and adhere to company standards of integrity and ethics by integrating these values into all programs and practices; developing consequences for violations or non-compliance; and supporting the Open Door Policy. Developing and leveraging internal and external partnerships and networks to maximize the achievement of business goals by sponsoring and leading key community outreach and involvement initiatives; engaging key stakeholders in the development, execution, and evaluation of appropriate business plans and initiatives; and supporting associate efforts in these areas. The above information has been designed to indicate the general nature and level of work performed in the role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The full Job Description can be made available as part of the hiring process. Benefits & Perks:  At Walmart, we offer competitive pay as well as performance-based incentive awards and other great benefits for a happier mind, body, and wallet. Health benefits include medical, vision and dental coverage. Financial benefits include 401(k), stock purchase and company-paid life insurance. Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty and voting. Other benefits include short-term and long-term disability, education assistance with college degrees, company discounts, military service pay, adoption expense reimbursement, and more. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms. For information about benefits and eligibility, see One.Walmart.com/Health Equal Opportunity Employer  Walmart, Inc. is an Equal Opportunity Employer – By Choice. We believe we are best equipped to help our associates, customers and the communities we serve live better when we really know them. That means understanding, respecting and valuing diversity- unique styles, experiences, identities, ideas and opinions – while being inclusive of all people.  Minimum Qualifications... Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications. Option 1: Bachelor’s degree in Human Resources, Business, or related field and 6 years’ experience in human resources, business, or related area. Option 2: 8 years’ experience in human resources, business, or related area. 2 years’ supervisory experience. Preferred Qualifications... Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications. Change management processes, Master's degree or higher in Business, Finance, Strategy, or related field, Project Management Certification Primary Location... 702 SW 8TH ST, BENTONVILLE, AR 72716, United States of America About Walmart: Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: our commitment to helping our customers save money so they can live better. Today, we're reinventing the shopping experience and our associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join our family and create a career you're proud of.