Strategic Workforce Planning Manager or Senior Manager

Role Purpose 

The Strategic Workforce Planning Manager will shape the firm’s future talent landscape by driving an enterprise-level strategic workforce planning agenda. This role identifies the workforce needed for tomorrow’s business priorities, builds forward-looking supply/demand intelligence, and enables leaders to make investment decisions on people, capabilities, and operating models. 

This is a strategic, high-impact role best suited for someone with first-hand experience delivering SWP within PwC globally, with deep understanding of the firm’s business, transformation patterns, grading architecture, mobility flows, and workforce economics. 

Key Responsibilities 

1. Build an Enterprise SWP Framework 

• Design and embed a consistent SWP methodology aligned with global PwC standards. 

• Establish annual, quarterly, and multi-year planning cycles connected to business strategy, financial plans, and HC priorities. 

• Lead maturity uplift of SWP as a capability across OneHC and the broader business. 

2. Drive Workforce Demand Forecasting 

• Partner with business leadership to identify future capability needs, emerging roles, and evolving delivery models. 

• Translate business strategy, pipeline trends, technology disruption, and market opportunities into quantified talent demand scenarios. 

• Facilitate planning sessions with LoS and platform leaders to validate assumptions. 

3. Build Workforce Supply Intelligence 

• Develop a holistic view of current internal supply, including attrition patterns, mobility flows, talent pipelines, capability depth, and demographics. 

• Identify gaps, risks, and hotspots at function, LoS, and market levels. 

• Work closely with Talent Acquisition, TM&R, and People Experience to align supply levers with strategy. 

4. Scenario Planning & Strategic Insights 

• Conduct strategic modelling across multiple scenarios (e.g., growth, automation, productivity, delivery model shifts). 

• Provide insight-led recommendations that influence investment decisions, organisational design, and capability building pathways. 

• Present concise, data-driven narratives to the HC Leader, Executive Board, and strategic committees. 

5. Build Digital & Analytics-Enabled SWP Tools 

• Partner with Digital HC and HC Analytics to build dashboards, predictive models, and planning tools that automate and enhance the planning process. 

• Ensure planning insights are integrated with broader HC data strategy and reporting environments. 

6. Governance, Alignment & Stakeholder Leadership 

• Own SWP governance, ensuring alignment across HC functions: TA, TM&R, HCBLs, People Experience, and Finance. 

• Lead cross-functional working groups to embed SWP recommendations into annual HC plans. 

• Champion adoption of strategic workforce planning across the region. 

Required Experience & Capabilities 

Technical Expertise 

• Mandatory: Direct experience driving SWP within PwC Global, a PwC territory, or a major PwC line of service. 

• Deep familiarity with the PwC people ecosystem — grades, mobility, LoS structures, workforce economics, delivery models, and capability frameworks. 

• Proven ability to design and implement SWP frameworks at scale. 

• Strong grounding in workforce analytics, forecasting methodologies, and scenario modelling. 

Strategic & Business Acumen 

• Ability to translate business strategy into workforce implications and talent actions. 

• Experience supporting large-scale business transformation programmes. 

• Strong understanding of professional services dynamics and capability supply chains. 

Analytical & Digital Skills 

• Comfort working with workforce analysis tools and advanced planning models. 

• Ability to work with People Analytics teams to create insights and dashboards. 

• Proficiency with Excel, modelling tools, and ideally Power BI / Tableau / Alteryx. 

Leadership & Influence 

• Ability to manage senior stakeholders and influence decision-making at executive level. 

• Talent for synthesis — communicating complex modelling into clear, action-oriented narratives. 

• Collaborative leadership style, able to orchestrate cross-functional alignment. 

Preferred Background 

• 6–10 years in workforce planning, strategy, analytics, or organisational design roles. 

• Experience in professional services or management consulting (preferably within PwC). 

• Exposure to global mobility, capability building, or operating model design is an advantage.