Lead, Strategic Workforce Planning & Analytics

Job Description

We’re looking for a Lead, Strategic Workforce Planning & Analytics to define and scale Agilent’s enterprise workforce planning capability. This is a high-impact leadership role at the intersection of business strategy, financial planning, and workforce transformation.

You will own the enterprise workforce plan - connecting headcount, skills, workforce mix, capacity, and cost to business outcomes. As a trusted advisor to senior leaders across HR, Finance, and the business, you will shape decisions on workforce strategy, investments, and long-range planning.

This is a build-from-scratch opportunity to establish modern, enterprise-grade workforce planning - designing the frameworks, models, governance, and insights that guide how Agilent plans, invests in, and evolves its workforce.

Impact

Your leadership will define how Agilent plans for growth, transformation, and productivity. By aligning workforce strategy with financial and business planning, you will enable more informed decisions on talent investments, workforce efficiency, and future capability needs.

What You’ll Do

Build and lead Agilent’s enterprise strategic workforce planning capability, including frameworks, governance, planning cadence, and executive reporting.

Own the integrated workforce plan, connecting headcount, skills, workforce mix, labor cost, capacity, and business priorities into a single, actionable view.

Serve as a strategic advisor to HR, Finance, and business leaders on workforce strategy, investment decisions, and long-range planning scenarios.

Partner with Finance to align workforce planning with annual operating plans, forecasts, long-range planning, and enterprise scenario modeling.

Translate workforce demand into hiring strategies by partnering with Recruiting on capacity models, pipeline strategy, and time-to-fill assumptions.

Build predictive and scenario-based models for attrition, mobility, skills gaps, hiring demand, productivity, and workforce readiness.

Integrate workforce data across HR, Finance, and business systems to establish a reliable source of truth for planning and decision-making.

Lead cross-functional planning across HRBPs, Finance, Recruiting, People Operations, and Facilities to align workforce, cost, and capacity decisions.

Translate AI, automation, and digital labor trends into workforce strategies, including impacts to productivity, workforce mix, and future capability needs.

Deliver executive dashboards and insights that drive decisions on workforce investments, transformation priorities, and operational performance.

Qualifications

What You Bring

12+ years of experience in workforce planning, workforce analytics, people analytics, FP&A, consulting, or a related field, with enterprise or global scope.

Bachelor’s degree required; advanced degree in Business, Finance, HR, Analytics, or a related field preferred.

Proven experience building or leading strategic workforce planning capabilities in complex, matrixed organizations.

Deep expertise in headcount planning, workforce modeling, labor cost forecasting, and scenario analysis.

Strong ability to connect workforce strategy to financial planning, business strategy, and operating model decisions.

Experience partnering closely with Finance on workforce planning tied to operating plans, forecasts, and long-range planning.

Experience translating workforce demand into hiring strategy in partnership with Recruiting or Talent Acquisition.

Advanced analytical and data storytelling skills, with experience using tools such as Workday Adaptive Planning, Power BI, Tableau, Anaplan, or similar.

Strong understanding of HR and workforce data ecosystems (HRIS, ATS, Finance), with preference for Workday environments.

Practical fluency in AI and automation, with the ability to assess implications for workforce composition, productivity, and cost.

Proven ability to influence senior stakeholders across HR, Finance, and the business in complex, cross-functional environments.

Preferred Qualifications

Experience in life sciences, healthcare, diagnostics, technology, or other complex, regulated industries.

Experience building a workforce planning function or Center of Excellence from the ground up.

Consulting background or experience with enterprise transformation initiatives.

Experience incorporating contingent labor, outsourced services, and digital/AI-driven capacity into workforce models.

Hybrid Workplace Model: This role follows Agilent’s hybrid, site-based work model. The selected candidate should expect to work on-site a minimum of 3 days per week to support collaboration with colleagues and stakeholders, with remote flexibility on other days based on business needs and manager alignment.

Additional Details

This job has a full time weekly schedule. It includes the option to work remotely. Applications for this job will be accepted until at least July 4, 2026 or until the job is no longer posted.

The full-time equivalent pay range for this position is $210,528.00 - $328,950.00/yr plus eligibility for bonus, stock and benefits. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: https://careers.agilent.com/locations

Travel Required:

Occasional

Shift:

Day

Duration:

No End Date

Job Function:

HR