Description
We are looking for a Workforce Strategy and Planning Program Manager to join DET's Workforce Strategy and Planning team. This pivotal role designs and executes the strategic programs that shape DET’s future workforce capabilities, bridging today’s talent needs with tomorrow’s technological transformation.
You will lead a high-impact portfolio focused on growing Early Career talent and defining our future Work Architecture. This foundational DET blueprint includes role definitions, a skills framework, and career leveling guides designed for AI and Agent augmentation, and will drive our end-to-end talent and workforce planning activities, ensuring alignment with the future of work.
Beyond design and execution, you will act as a strategic enabler, driving the adoption of workforce processes through targeted communications, leadership enablement, and content management. Partnering closely with DET leadership and Employee Success (HR), you will ensure our workforce programs are aligned with enterprise priorities to deliver high-value business outcomes.
Leadership Qualities
Strategic Thinker: Ability to translate details into bigger-picture implications driving the business forward. Aligns the right resources to the task at hand; foresees and plans around obstacles.
Innovate for Growth: Continually seeks improvements and implements changes that map to business strategy.
Focus on Customer Success: Builds and maintains strong relationships with DET leadership and internal business partners.
Builds Trust and Credibility: Showcases executive presence and makes decisions based on the organization's values while modeling a growth mindset.
Lead & Adapt to Change: Manages through ambiguity and thrives in a dynamic environment while driving operational efficiencies that map to changing needs.
Responsibilities
Architect the Future-Ready Work Architecture: Lead the re-design and maintenance of DET's Work Architecture—including a Skills Library, Role Profiles, and Leveling guides—optimized to integrate AI and Agents alongside human employees to reimagine how work gets done
Grow Early Career Talent: Own the end-to-end strategy and execution of the DET Internship program, ensuring our early career pipeline is a primary engine for injecting future-ready skills into the organization.
Enable Leadership & Organizational Readiness: Act as a strategic partner to DET leaders, driving the adoption of workforce processes through targeted communications, training, and high-quality content management.
Orchestrate Downstream Integration: Ensure the Work Architecture serves as the foundational blueprint for key workforce activities, including headcount planning, recruiting, and training initiatives.
Lead Strategic Program Evolution: Incubate and manage new workforce transformation programs as they arise, ensuring the DET workforce strategy remains agile and aligned with Office of the CDO priorities.
Analyze, Research, and Action: Conduct internal data analysis and external market research to identify talent trends and capability gaps, translating insights into actionable strategies for VP and SVP-level stakeholders.
Minimum Qualifications
Workforce Program Design & Management: Extensive experience independently managing complex talent programs and workforce strategies (such as early career, skills-mapping, or workforce planning). You have a proven ability to stay organized, manage multi-stakeholder projects to deadline, and scale initiatives in a global company.
Strategic Communication & Enablement: Exceptional ability to influence and build trust across all levels—from VPs and SVPs to people managers and the broader DET organization. You can translate complex strategies into compelling presentations and clear guidance that drives adoption.
Strategic Research & Data Analysis: Proven ability to conduct internal analysis and external market research. You can synthesize diverse data sets to identify trends, inform Work Architecture design, and provide actionable insights for workforce decision-making.
Cross-Functional Partnership: Experience partnering with Finance, HR (Employee Success), and other support functions to achieve shared business goals.
Resilience & Agility: A self-starter who can develop creative solutions to organizational obstacles and shift directions quickly as priorities change.
Preferred Qualifications
Strategic Workforce Planning: Previous experience in SWP or specialized Talent Programs within a global enterprise software company.
Organizational Transformation: Experience in management consulting and or organizational effectiveness
Future of Work Expertise: Understanding of work redesign and operating model evolution in the context of AI and Agentification.
Technology Strategy: Understanding of Technology organizational strategy and operating models.