Senior Director of Federal Policy and Reimbursement responsible for shaping U.S. federal public policy. Engaging with stakeholders to ensure timely patient access to Regeneron's medicines.
About the role
- Director of Strategic Workforce Planning at USAA leading the development of talent strategies and analytics. Collaborating across HR, IT, and Finance to embed workforce planning capabilities.
Responsibilities
- Lead and develop a high-performing team of strategic workforce planning practitioners
- Establish scalable tools, frameworks, and standards to ensure consistency and sustainability of strategic workforce planning practices across the organization
- Design and implement near- and long-term workforce strategies aligned with association goals and transformation initiatives
- Drive impact for the businesses and functions through strategic workforce planning
- Develop integrated workforce plans that articulate strategic, tactical, and financial goals, dependencies, and scenarios
- Leverage advanced analytics and predictive modeling to identify emerging workforce trends and risks
- Translate complex data into actionable insights for senior leadership, enabling proactive talent decisions
- Build blended staffing models that incorporate human, AI, and automated resources to meet evolving workload demands
- Partner with IT and operations to align workforce capabilities with digital transformation initiatives
- Collaborate with HR, Technology, Finance, Operations, and other key stakeholders to align strategic workforce planning with association strategy
- Serve as a strategic advisor to senior leaders, influencing decisions through data and workforce insights
- Integrate strategic workforce planning with association functions including HR, CFO, CREW, Risk, and Association Planning
- Act as an internal consultant to business leaders, co-creating workforce strategies that support business growth and agility
- Facilitate strategic planning workshops and capability assessments
- Serve as a key point of contact for best practices in strategic workforce planning
- Build organizational strategic workforce planning capability by training HRBPs and business leaders on tools, frameworks, and best practices
- Promote a culture of proactive talent planning and continuous improvement
- Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures
Requirements
- Bachelor's degree in Finance, Business, or Human Resources or related discipline
- 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree
- 8+ years of experience in workforce planning, forecasting, or HR analytics including leadership experience
- 3+ years leading high-performing teams
- Proven experience developing long-range (3+ years) workforce forecasts and strategic plans
- Strong business acumen with the ability to anticipate future talent and skill needs
- Advanced critical thinking, communication, and forecasting skills
Benefits
- comprehensive medical, dental and vision plans
- 401(k)
- pension
- life insurance
- parental benefits
- adoption assistance
- paid time off program with paid holidays plus 16 paid volunteer hours
- various wellness programs
- career path planning and continuing education
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