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# Workforce Planning Transformation Strategist - Enterprise Operations

- **Company:** HP Inc
- **Location:** Houston, TX, United States (Remote available)
- **Experience:** Expert
- **Salary:** $175,000.0 - $190,000.0
- **Contract:** Permanent contract
- **Skills:** Artificial Intelligence, Data Analysis, Decision Support Systems, Data Analytics
- **Published:** July 25, 2026
- **Apply:** https://dejobs.org/x/x/DE6FACF20B784D00B2D9142988084080/job/

## About the Role

* Bachelors in HR, Business, Supply Chain or related field; advanced degree or certification in workforce planning is a plus; MBA preferred.
 * Minimum of 10+ years in workforce planning, HR strategy, or related fields; large-scale transformation experience preferred.
 * Proven track record of industry thought leadership and innovation in workforce strategy.

Skills & Abilities

 * Workforce analytics and modeling
 * Strategic HR and transformation leadership
 * Data-driven decision making
 * Transformation & Change leadership
 * Location strategy and market intelligence
 * Governance & compliance
 * AI & technology
 * Learning & Development integration
 * Executive communication & influence

Success Factors

 * Strategic thinker with a data-driven mindset.
 * Ability to balance long-term workforce strategy with near-term execution.
 * Comfortable operating in a dynamic, transformation-focused environment.
 * Ability to deliver innovative solutions to complex, multi-disciplinary challenges.

## Description

Workforce Strategy & Planning

 * Design and execute multi-year, global workforce strategies aligned with enterprise objectives and transformation priorities.
 * Forecast talent needs using predictive modeling and market intelligence , ensuring agility in dynamic business environments.
 * Develop scenario-based workforce models to anticipate risks and ensure business continuity during market disruptions

Innovation & Data-Driven Insights

 * Develop and implement advanced analytics frameworks to monitor workforce health, skills inventory, and capability gaps.
 * Use predictive modeling to guide hiring, retention, and development strategies.

Transformation Enablement

 * Drive initiatives for upskilling, reskilling, and talent acquisition to meet evolving business needs.
 * Embed workforce planning into enterprise transformation initiatives in partnership with HR, Finance, and Business Units.

EO Job Architecture Ownership

 * Own and continuously evolve EO job architecture, ensuring job families, descriptions, and competencies reflect future business needs.
 * Establish global standards for skills taxonomy and capability frameworks.

Global Talent Location Strategy

 * Partner with the People organization to understand talent trends in key locations.
 * Position EO to access the best talent globally, aligning with evolving business and geographic priorities.
 * Partner with EO COS on revising the EO location strategy based on talent trends and HPs evolving location strategy.

Governance & Reporting

 * Establish governance for workforce planning processes and deliver executive-level insights to inform strategic decisions.
 * Serve as a trusted advisor to senior leadership, influencing decisions that impact enterprise-wide talent strategy.


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