Builds and implements the workforce planning strategy for the Power business segment
Engages and influences Power HR Leadership team and broader Client HR population on workforce planning, HR reporting/analytics, and related topics; supports HR Leadership team with engaging their customers in the business
Is a key member of the HR leadership team, partnering on strategic initiatives to ensure the appropriate workforce planning and implementation.
Drives segment input and alignment on position management standard work processes and data
Leads Power specific deployment strategy for Adaptive Planning including scope, roles/responsibilities, process etc.
Oversees execution of Adaptive Planning implementation process
Identifies and prioritizes new opportunities for creating business value through analytics; influences business to turn insight into action.
Ensures accuracy of Power headcount and workforce forecast data including management of business hierarchy and alignment with Finance
Provides guidance and standard processes to global HR business partners on headcount planning for each of the Power business segments.
Facilitates adoption of HR reporting and analytics resources within Power businesses to create capacity for client support.
Builds HR data literacy and analytics skills within segment.
Represents Power businesses on decisions regarding simplification and governance of HR reporting and analytics.
Identifies opportunities for improvement in HR reporting and analytics resources based on needs of the segment.
Goes to Genba with People Leaders and HR within the segment.
Coaches client HR on application of workforce planning process/tools.
Determines headcount forecast for Power with input from HR colleagues; provides other forward-looking estimates related to C&B etc.
Coordinates with other HR stakeholders related to movement of headcount (e.g., bonus impacts, change in legal entity etc.).
Provides any commentary/context related to bowler inputs on headcount, attrition and other HR related metrics for Power.
Contributes to regular business operating rhythms (e.g. monthly lead roadmap, quarterly headcount reporting)

Requirements

Bachelor’s Degree (accredited), or in lieu of degree, High School Diploma or GED (accredited) and significant years of relevant work experience with exposure to HR reporting and analytics, technology and/or operations.
sufficient experience in HR and/or Finance, with a proven track record of applying data to solve complex problems.
Hands on experience in quantitative data validation, analysis and interpretation with multinational companies or large corporations at corporate/regional/global level – including Workday and Tableau.
Experience in HR strategic planning and implementation
Knowledge and experience on protecting sensitive data.
Strong influencing skills

Benefits

medical, dental, vision, and prescription drug coverage
access to Health Coach from GE Vernova, a 24/7 nurse-based resource
access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services
GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions
access to Fidelity resources and financial planning consultants
tuition assistance
adoption assistance
paid parental leave
disability benefits
life insurance
12 paid holidays
permissive time off

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools

workforce planningHR reportingHR analyticsdata validationdata analysisdata interpretationstrategic planningimplementation

Soft Skills

influencing skillscoachingguidancecommunication

Certifications

Bachelor’s DegreeHigh School DiplomaGED