Sr. Manager, Workforce Planning (San Francisco Bay Area) (Remote Eligible)

  Okta is looking for a seasoned Workforce Planning/Mgmt expert to build out this new function as we manage through hyper-growth.    This high visibility role will initially focus on driving a company-wide project to implement a new approach to how we plan and manage day to day headcount planning. Once live, focus will shift to building long range workforce forecasts and dash-boarding/analytics to support a data-driven growth model. This role will work closely with Finance, HR Ops, Recruiting Ops and VP level executives across the company.    The winning candidate is adept at project management and change management, workforce analytics, and has a firm understanding of how a mature workforce planning function operates.     Minimum Qualifications:
  • 7+Years of combined experience across Project/Program Management, HR Analytics, Workforce Planning/Mgmt 
  • Has led complex cross functional projects, including change management and communications
  • Has worked in an established Workforce Planning/Mgmt function, and can set a vision for , can create long range headcount models in Excel. Comfortable with advanced Excel functions
  • Experience providing data analysis, dash-boarding and reporting solutions related to Workforce Analytics, can turn data into actionable insights. Tableau/SQL skills preferred.
  • Experience with SQL, Python, R, VBA and/or similar programming language is preferred
  • Experience in Agile, Six Sigma, or Lean process capabilities preferred. Along with the ability to manage complex, ongoing tasks and projects
  • Ability to effectively address any issue in collaboration with others as appropriate
  • Ability to proactively anticipate problems and opportunities and confidence to use initiative to pursue solutions
  • Thrives in a fast changing environment, able to think big picture and also execute on a smaller scale
What you'll work on (in chronological order):
  • Driving forward our 'headcount 2.0' project, leading change management and owning the business handoffs in the redesigned headcount planning process
  • Managing day to day headcount operations, ensuring adequate req availability for recruiting and ensuring alignment between our HRIS (Workday), Finance planning software (Anaplan) and Applicant Tracking system (Greenhouse)
  • Leveraging our suite of HR dashboards to provide workforce insights to executives across the company. Building and adapting these dashboards as necessary.
  • Augmenting our finance team's headcount plans through LR forecasts, attrition forecasts and analytics to drive workforce optimization
  • Leading our first strategic workforce planning efforts; identifying/forecasting skillset gaps, working with leaders to determine 'critical roles' and retention/attrition mitigation strategies
  • Perform deep-dive analyses to answer questions and deliver insights on the root causes of issues and make recommendations on how to best monitor and meet them
  • Combine qualitative findings and other inputs along with data analytics to make comprehensive recommendations
  • Based on data and insights, develop and drive strategies and tactics to improve and scale our external and internal people movement practices and processes
  • Provide rigorous data analysis and reporting solutions based on business needs and to inform on program or process impact measurements
  • Act as project manager for major HR initiatives, integrating diversity of perspectives into design and delivery approaches

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