Senior Manager, Workforce Planning and Analytics

EXPERIENCE THE EDGE At PSP, we encourage our employees to grow, forge powerful relationships, contribute and fuel inspired investment launchpads. We are committed to a culture that fosters collaboration and allows us to think beyond, in an interconnected way. We advocate for our employees to speak-up, learn, experiment, share, and be part of an where diversity is embraced.ABOUT THE TEAMThe Workforce Planning and Analytics Senior Manager develops the strategy for data reporting for the board, executives, people leaders, and HR and scales analytics and insights across the enterprise. This enables a transversal data driven HR-function that supports people strategies for effective and timely decision making. Through a cross-functional team, the Senior Manager collaborate with partners within and outside HR such as Strategy, Finance, IT to drive forward workforce planning supported by robust data and analytics.ABOUT YOUR ROLE Reporting directly to the Senior Director of People Strategy and Insights, the main areas of responsibilities will include:Workforce Analytics:Lead the data reporting strategy and streamlines all data reporting processes across HR to provide an integrated executive storyline for CHRO, Exco and BoardSupports the business planning cycle across HR and the business by providing data and insights to guide people plans and prioritiesensures the people data roadmap supports people strategies; identifies metrics and provides dashboards for strategic project reporting and governancesSupports cross function people initiatives (Culture, Ei&D, etc.) by providing a clear data strategy, working with HR leaders to define metrics, monitor progress, and support action plans towards achieving the prioritiesLeads employee engagement and experience regular survey analysis and reporting including designing questions to measure targeted initiativesLeads data governances across HR and puts in place processes needed to ensure consistent reporting aligned to data standards and ethics requirementsIn collaboration with data owners across HR, enhances HR effectiveness by building a knowledge sharing hub for enabling a more data driven cultureDevelop and maintain appropriate benchmarks with other organizationsWorkforce Planning: Lead headcount planning in partnership with Finance, HRBPs, to set and manage quarterly headcount targets across the businessConduct supply and demand analysis, business scenario planning, and forecastingUnderstand and advise how external labor market trends (AI, etc.) will stand to change the workforce required in the futureSupport the identification of critical future organizational competencies, roles and ways of workingPartner with senior leaders to understand and address the changing nature of work and related capabilities required for the future at PSPForecast future talent needs and the availability of right talent to address business needsEstablish a regular cadence and process for refreshing and refining workforce plans; roll-up and share outcomes/action plans with relevant stakeholdersWHAT YOU’LL NEEDEducation level: A graduate degree in a Quantitative field of study (Finance, Economics, Mathematics, etc.). MBA or Masters in relevant field of study is preferredExperience: A minimum of eight (8)+ years of experience in HR or consulting with responsibilities in program management leading cross functional teamsAbility to recognize synergies & bridge gaps and to work collaboratively & cultivate meaningful relationships with colleaguesExcellent analytical & problem-solving skills and the ability to simultaneously manage multiple prioritiesAbility to synthetize and document ideas and insight for executive level and navigate through ambiguous and evolving environmentAbility to lead a team directly and/or indirectly through managing transversal projectsBilingualism: English and French (frequent interactions in English with PSP employees based in our offices in Hong Kong, London and New York, and interactions in French with employees in our local offices in Montreal and Ottawa) We offer a tailored employee experience and competitive total rewards and benefits package* designed to attract and retain global diverse talent, reward performance, and reinforce business strategies and priorities. Beyond salary and incentive pay eligibility, you have access to: Investment in career development Comprehensive group insurance plans Competitive pension plans Unlimited access to virtual healthcare services and wellness programs Gender-inclusive paid family leave policy: up to 26 weeks for primary caregivers, 5 weeks for secondary caregivers Vacation days available on day one with additional days on milestone service anniversaries, and summer Friday afternoons off A hybrid work model with a mix of in-office and remote days Follow us on #LI-PG1