The Strategic Talent Planning Lead plays a pivotal role in shaping the organisation’s future workforce through a data-driven talent strategy that anticipates future capability needs and defines a clear talent sourcing approach.

Working closely with senior leaders, HR Business Partners and Centres of Excellence, this role ensures the organisation is prepared for future capability requirements while also establishing transparent career pathways and promotion processes that strengthen internal mobility and build a strong pipeline of future-ready leaders.

Strategic Talent Management
• Develop and implement a talent strategy aligned with business priorities, future capability needs, and organisational growth.
• Embed workforce planning insights into annual strategic planning and budgeting cycles in partnership with Finance and executive leadership.
• Partner with HR BPs to forecast workforce demand and supply, identifying critical skills gaps and emerging roles.
• Use scenario modelling and data analytics to inform strategic decisions on resource allocation, location strategy, and capability investment.
• Working with the HR IS manager, build and maintain a robust workforce dashboard with metrics on headcount, attrition, skills mix, succession, and promotion readiness.
• Define the organisation’s approach to external talent sourcing in partnership with Talent Acquisition and HRBPs, including strategic agency partnerships and preferred supplier lists.

Data Insight & Reporting
• In partnership with the HRIS Manager, lead the design and delivery of talent analytics that drive meaningful workforce insights for leadership decision-making.
• Integrate data from HR systems (new HRIS) to provide a holistic view of workforce trends.
• Translate complex data into clear narratives and visualisations that inform strategic action.
• Continuously evolve workforce KPIs and reporting to align with changing business needs.
Internal Promotion & Career Progression
In partnership with the Talent Development Manager and HR Business Partners:
• Design and oversee fair, transparent internal promotion processes aligned to Eurowag Values and leadership frameworks.
• Ensure promotion processes are underpinned by data-driven insights on readiness, capability, and diversity outcomes.
• Support the creation of clear career pathways and development frameworks to strengthen internal mobility and retention.

Collaboration & Stakeholder Management
• Partner closely with HR Centres of Excellence, HR business partners, business leaders, and Finance to ensure workforce planning is integrated into strategic planning cycles.
• Act as a trusted advisor to senior leadership, providing evidence-based insights and recommendations.
• Collaborate with Learning & Development to align workforce insights with capability-building programmes.
• Foster a culture of accountability and inclusivity in promotion and career decisions.

Skills & Experience
• Proven experience in strategic talent management roles, HR analytics, or talent strategy roles within a complex, matrixed organization.
• Strong analytical skills with the ability to translate data into strategic insights and clear actions.
• Experience using HRIS and analytics tools (e.g., Workday, Power BI, or similar).
• Strong stakeholder management and influencing skills, with confidence presenting to senior leaders.
• Understanding of career frameworks, succession planning, and promotion governance.
• Commercially minded, curious, and comfortable navigating ambiguity.

Success Measures
• Improved accuracy and insight in workforce forecasting and planning cycles.
• Increased internal mobility and clarity of promotion pathways.
• Enhanced visibility of critical workforce and succession data.
• Strong leadership engagement with workforce data and talent insights.
• Data-driven decisions embedded in organisational planning and talent discussions.