Workforce Planning Strategist

Curriculum Associates•Billerica, MA

9d•$110,500 - $196,500

About The Position

At Curriculum Associates, we believe in the potential of every child and are changing the face of education technology with award-winning learning programs like i-Ready that serve a third of the nation’s K–8 students. For more than 50 years, our commitment to making classrooms better places, serving educators, and supporting accessible learning experiences for all students has driven the continuous improvement of our innovative programs. Our team of more than 2,500 employees is composed of lifelong learners who stand behind this mission, working tirelessly to serve the educational community with world-class programs and support every day. Reporting to the Vice President, Talent Acquisition, Rewards & Analytics, the Workforce Planning Strategist will establish and lead our global workforce planning capability, ensuring our talent strategy, skills, and workforce design align with business growth and future operating needs. This role partners with senior leaders and HRBPs to anticipate workforce risks and opportunities and enable data-driven talent decisions. The role operates with significant autonomy and will establish the governance, analytics, and planning infrastructure required to support a future-ready global workforce. The impact you'll have: Enterprise Workforce Strategy & Leadership Define and lead the enterprise strategic workforce planning and future-of-work vision. Establish governance, standards, and best practices for workforce planning across all business units and geographies. Position workforce planning as a core business capability with clear links to financial and operational outcomes. Serve as a center of excellence to HRBPs, executive and senior leaders on workforce strategy, organizational design, and workforce transformation. Strategic Workforce Planning & Scenario Modeling Design and operationalize an integrated workforce planning framework that forecasts talent supply, demand, gaps, and timing. Partner with business and finance leaders to translate strategic and financial plans into workforce requirements. Partner with HRBPs to lead annual and multi-year workforce planning cycles integrated with business planning and budgeting processes. Conduct scenario modeling to support decisions related to growth, restructuring, and strategic initiatives. Partner with talent management team to develop and maintain enterprise succession planning frameworks for critical and pivotal roles. Future of Work & Workforce Redesign Lead enterprise efforts to anticipate how the future of work—including AI, automation, and evolving ways of working—will reshape roles, skills, and capacity. Partner with HR, Technology, and business leaders to assess workforce readiness and design future-state operating models. Support leaders in redesigning roles, teams, and workflows to increase agility, scalability, and effectiveness. Identify emerging roles, critical capabilities, and evolving skill clusters required to support innovation and growth. Establish frameworks to assess the workforce impact of technology-enabled change. Capability & Skills Strategy Build and maintain a global capability and skills framework aligned to future business needs. Partner with Talent Management CoE to define reskilling and upskilling priorities and pathways. Leverage internal data and external labor market insights to inform build-buy-borrow talent strategies. Identify workforce risks and capability gaps and recommend targeted interventions. Data, Analytics & Infrastructure Establish workforce planning data infrastructure and governance, ensuring consistency across Workday HRIS and related systems. Partner with People Analytics to develop forecasting models, dashboards, and executive-level reporting, as well as standardized workforce metrics, KPIs, and definitions across multi-country operations. Analyze workforce trends, retention risks, and talent market dynamics to inform strategic recommendations. Cross-Functional Collaboration & Change Leadership Serve as the primary connector between workforce planning and HRBPs, Talent Acquisition, Total Rewards, Talent Management, Finance, and business leaders. Provide workforce and hiring outlooks to inform talent acquisition and budget planning. Support compensation planning, retention strategies, and investment decisions in partnership with Total Rewards. Lead change management, communication, and capability-building efforts to embed workforce planning and future-of-work practices. Facilitate executive and leadership discussions to support informed talent decisions.

Requirements

Strategic & systems thinking with the ability to translate business strategy into forward-looking workforce plans aligned to organizational goals.
Deep expertise in strategic workforce planning and future-of-work concepts, including scenario modeling, workforce transformation, and the impact of emerging technologies (including AI) on roles and skills.
Strong analytical and data fluency, with the ability to synthesize complex workforce data into clear, actionable insights for senior leaders.
Business acumen and financial literacy, enabling effective partnership with Finance and alignment of workforce decisions with business and budget priorities.
Executive presence, influence, and communication skills, with experience advising and facilitating decision-making with senior leaders.
Proven change leadership, driving adoption of new frameworks, tools, and ways of working in complex organizations.
Highly collaborative leadership style, with the ability to partner across HR Centers of Excellence and global business teams.
Capability-building and leadership skills, including experience establishing new functions, leading teams, and operating effectively in ambiguity.
Bachelor’s degree in Business, HR, Analytics, Economics, or related field; Master’s degree strongly preferred.
8+ years of experience in strategic workforce planning, people analytics, organization design, or related roles.
3+ years in a senior leadership or director-level role, with experience building new capabilities or functions.
Strong Understanding of AI and automation trends as they relate to workforce planning.

Nice To Haves

Background in management consulting, HR strategy, or future-of-work initiatives preferred

Responsibilities

Define and lead the enterprise strategic workforce planning and future-of-work vision.
Establish governance, standards, and best practices for workforce planning across all business units and geographies.
Position workforce planning as a core business capability with clear links to financial and operational outcomes.
Serve as a center of excellence to HRBPs, executive and senior leaders on workforce strategy, organizational design, and workforce transformation.
Design and operationalize an integrated workforce planning framework that forecasts talent supply, demand, gaps, and timing.
Partner with business and finance leaders to translate strategic and financial plans into workforce requirements.
Partner with HRBPs to lead annual and multi-year workforce planning cycles integrated with business planning and budgeting processes.
Conduct scenario modeling to support decisions related to growth, restructuring, and strategic initiatives.
Partner with talent management team to develop and maintain enterprise succession planning frameworks for critical and pivotal roles.
Lead enterprise efforts to anticipate how the future of work—including AI, automation, and evolving ways of working—will reshape roles, skills, and capacity.
Partner with HR, Technology, and business leaders to assess workforce readiness and design future-state operating models.
Support leaders in redesigning roles, teams, and workflows to increase agility, scalability, and effectiveness.
Identify emerging roles, critical capabilities, and evolving skill clusters required to support innovation and growth.
Establish frameworks to assess the workforce impact of technology-enabled change.
Build and maintain a global capability and skills framework aligned to future business needs.
Partner with Talent Management CoE to define reskilling and upskilling priorities and pathways.
Leverage internal data and external labor market insights to inform build-buy-borrow talent strategies.
Identify workforce risks and capability gaps and recommend targeted interventions.
Establish workforce planning data infrastructure and governance, ensuring consistency across Workday HRIS and related systems.
Partner with People Analytics to develop forecasting models, dashboards, and executive-level reporting, as well as standardized workforce metrics, KPIs, and definitions across multi-country operations.
Analyze workforce trends, retention risks, and talent market dynamics to inform strategic recommendations.
Serve as the primary connector between workforce planning and HRBPs, Talent Acquisition, Total Rewards, Talent Management, Finance, and business leaders.
Provide workforce and hiring outlooks to inform talent acquisition and budget planning.
Support compensation planning, retention strategies, and investment decisions in partnership with Total Rewards.
Lead change management, communication, and capability-building efforts to embed workforce planning and future-of-work practices.
Facilitate executive and leadership discussions to support informed talent decisions.

Benefits

Benefit eligible employees (and their families) are covered by medical, dental, vision, and basic life insurance.
Employees can enroll in our company’s 401k plan and receive an employer match.
Employees have access to a flexible vacation and sick policy in addition to twelve paid holidays and a winter office closure between Christmas and New Year's, as well as a number of additional perks and benefits.

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