Strategic Workforce Planning, Sr. Director
Daikin Applied Americas, Minneapolis, MN, United States
Join the world's largest HVAC company
Named by Forbes as one of America's Best‑In‑State Employers 2025, Daikin Applied invites you to make your mark at the world’s largest HVAC company.
Daikin Applied is seeking a
Strategic Workforce Planning Sr. Director
who will serve as the enterprise leader responsible for shaping the long‑term workforce strategy for the organization, ensuring alignment and integration with corporate strategy and long‑term business planning. This highly strategic role sets the direction for workforce planning, skills forecasting, and talent economics for the organization. Under limited direction, you will direct scenario‑based workforce strategies (build/buy/borrow/bind/bounce/boost/bot), partnering with business leaders, Finance, TA, L&D, and HRBP to deliver measurable workforce readiness and risk mitigation. The position advises C‑suite leaders and materially influences organizational design, capacity planning, skills transformation, and future‑of‑work planning.
Location:
Plymouth, MN, Hybrid
What You Will Do
Prepare and govern the strategic workforce planning process, including defining scope, annual planning cadence, owners and decision rights, operating model, framework and standards, and integration points with finance, operational planning, and HR cycles
Establish and manage workforce planning governance, ensuring transparency of roles, timelines, inputs, and deliverables and alignment between workforce strategy and business portfolio strategies, financial plans, and transformation initiatives
Translate business strategy into prioritized capability and skills requirements, collaborating with BU leaders and HRBPs to articulate the talent implications of the organization’s strategic plans
Influence long‑term talent, capability, and organizational design decisions by identifying future capabilities needed in areas such as automation, digitization, engineering, production, and emerging operational trends
Lead enterprise scenario planning, developing and maintaining plans for multiple talent scenarios (future‑proofing, spearheading, reprioritizing, downsizing)
Convert insights into recommendations for workforce and talent strategies (build / buy / borrow / bind / bounce / boost / bot) using enterprise decision frameworks; prioritize action plans aligned to business risk levels and organizational feasibility, ensuring the organization is prepared to execute workforce strategy through change management, communications, and capability‑building efforts
Evaluate workforce risks, organizational performance outlooks, and critical talent dependencies prioritizing interventions such as reskilling, redeployment, external hiring, automation, or contingent workforce strategies
Convene and influence cross‑functional partners—business leaders, Finance, TA, L&D, HRBP's—to drive adoption of SWP outputs
Communicate trade‑offs and implications of workforce recommendations to senior executives and build executive‑level consensus around critical workforce investments and strategic priorities
Establish leading and lagging indicators, review cadences, monitor workforce strategy execution, proactively triggering mechanisms for plan re‑evaluation as needed
Assess and evolve organizational SWP maturity, defining SWP technology capability needs including talent analytics, labor market intelligence platforms and tools; lead technology selection, implementation and integration to support enterprise capabilities; and continuously refine processes, tools, and insights to increase organizational foresight and agility
What’s In It For You
The ability to make an impact and shape your career with a company that is passionate about growth
The support of an organization that believes it is vital to include and engage diverse people, perspectives, and ideas to achieve our best
Minimum Qualifications
Bachelor's degree from a four‑year college or university in Human Resources, Business, Analytics or related field
12+ years; incl 8+ years people leadership experience in workforce planning, strategic HR, organizational strategy, or enterprise transformation
Deep expertise in workforce analytics, enterprise strategic planning, workforce economics and talent strategy
Knowledge of predictive modeling, labor market intelligence, and scenario‑based planning coupled with sophisticated analytical skills
Strong knowledge of organizational design principles and future‑of‑work trends
Broad familiarity with financial planning, portfolio strategy, and corporate transformation initiatives
Executive‑level communication, presentation and strategic advisory skills
Skilled in leading enterprise‑scale programs and change initiatives
Ability to influence and shape decisions at the highest levels of the organization
Ability to envision and articulate long‑term workforce strategies aligned to business direction
Ability to lead and inspire teams through ambiguity, complexity, and transformation
Ability to integrate workforce planning with enterprise strategy, finance, technology, and talent functions
Work visa sponsorship is not available for this position
Preferred Qualifications
MBA or related degree
15+ years; incl 10+ years people leadership experience in workforce planning, strategic HR, organizational strategy, or enterprise transformation
Expertise with SWP technologies, talent analytics platforms, LMI tools, and XP&A systems
Advanced background in labor economics, automation impacts, digital transformation, or macro workforce trends
Strong change management experience (e.g., Prosci or large‑scale transformation leadership)
Prior experience developing enterprise SWP maturity roadmaps or capability‑building programs
Benefits
Daikin Applied offers the following benefits for this position, subject to applicable eligibility requirements:
Multiple medical insurance plan options + dental and vision insurance
401K retirement plan with employer contributions matching 100% of the first 3% of employee contributions and 50% on the next 2% of employee contributions
Company provided life insurance + optional employee paid voluntary life insurance, dependent life coverage and voluntary accident coverage
Short term and long term disability
3 weeks of paid time off for new employees + 11 company paid holidays
Vacation accrues on a monthly basis, unless applicable federal, state and local law requires a faster accrual
Paid sick time in accordance of the federal, state and local law
Paid parental leave and tuition reimbursement after 6 months of continuous service
The typical annual base salary for this position ranges from
$162,500k - $277,500k
and a bonus potential up to 35%. The range displayed represents the pay range for all positions in the job grade which this position falls. Individual base pay will depend on a wide range of factors including your skills, qualifications, experience, and location.
If you're looking for an engaging career with growth opportunities in a supportive environment, you'll love a career at Daikin Applied!
#J-18808-Ljbffr
Daikin Applied is seeking a
Strategic Workforce Planning Sr. Director
who will serve as the enterprise leader responsible for shaping the long‑term workforce strategy for the organization, ensuring alignment and integration with corporate strategy and long‑term business planning. This highly strategic role sets the direction for workforce planning, skills forecasting, and talent economics for the organization. Under limited direction, you will direct scenario‑based workforce strategies (build/buy/borrow/bind/bounce/boost/bot), partnering with business leaders, Finance, TA, L&D, and HRBP to deliver measurable workforce readiness and risk mitigation. The position advises C‑suite leaders and materially influences organizational design, capacity planning, skills transformation, and future‑of‑work planning.
Location:
Plymouth, MN, Hybrid
What You Will Do
Prepare and govern the strategic workforce planning process, including defining scope, annual planning cadence, owners and decision rights, operating model, framework and standards, and integration points with finance, operational planning, and HR cycles
Establish and manage workforce planning governance, ensuring transparency of roles, timelines, inputs, and deliverables and alignment between workforce strategy and business portfolio strategies, financial plans, and transformation initiatives
Translate business strategy into prioritized capability and skills requirements, collaborating with BU leaders and HRBPs to articulate the talent implications of the organization’s strategic plans
Influence long‑term talent, capability, and organizational design decisions by identifying future capabilities needed in areas such as automation, digitization, engineering, production, and emerging operational trends
Lead enterprise scenario planning, developing and maintaining plans for multiple talent scenarios (future‑proofing, spearheading, reprioritizing, downsizing)
Convert insights into recommendations for workforce and talent strategies (build / buy / borrow / bind / bounce / boost / bot) using enterprise decision frameworks; prioritize action plans aligned to business risk levels and organizational feasibility, ensuring the organization is prepared to execute workforce strategy through change management, communications, and capability‑building efforts
Evaluate workforce risks, organizational performance outlooks, and critical talent dependencies prioritizing interventions such as reskilling, redeployment, external hiring, automation, or contingent workforce strategies
Convene and influence cross‑functional partners—business leaders, Finance, TA, L&D, HRBP's—to drive adoption of SWP outputs
Communicate trade‑offs and implications of workforce recommendations to senior executives and build executive‑level consensus around critical workforce investments and strategic priorities
Establish leading and lagging indicators, review cadences, monitor workforce strategy execution, proactively triggering mechanisms for plan re‑evaluation as needed
Assess and evolve organizational SWP maturity, defining SWP technology capability needs including talent analytics, labor market intelligence platforms and tools; lead technology selection, implementation and integration to support enterprise capabilities; and continuously refine processes, tools, and insights to increase organizational foresight and agility
What’s In It For You
The ability to make an impact and shape your career with a company that is passionate about growth
The support of an organization that believes it is vital to include and engage diverse people, perspectives, and ideas to achieve our best
Minimum Qualifications
Bachelor's degree from a four‑year college or university in Human Resources, Business, Analytics or related field
12+ years; incl 8+ years people leadership experience in workforce planning, strategic HR, organizational strategy, or enterprise transformation
Deep expertise in workforce analytics, enterprise strategic planning, workforce economics and talent strategy
Knowledge of predictive modeling, labor market intelligence, and scenario‑based planning coupled with sophisticated analytical skills
Strong knowledge of organizational design principles and future‑of‑work trends
Broad familiarity with financial planning, portfolio strategy, and corporate transformation initiatives
Executive‑level communication, presentation and strategic advisory skills
Skilled in leading enterprise‑scale programs and change initiatives
Ability to influence and shape decisions at the highest levels of the organization
Ability to envision and articulate long‑term workforce strategies aligned to business direction
Ability to lead and inspire teams through ambiguity, complexity, and transformation
Ability to integrate workforce planning with enterprise strategy, finance, technology, and talent functions
Work visa sponsorship is not available for this position
Preferred Qualifications
MBA or related degree
15+ years; incl 10+ years people leadership experience in workforce planning, strategic HR, organizational strategy, or enterprise transformation
Expertise with SWP technologies, talent analytics platforms, LMI tools, and XP&A systems
Advanced background in labor economics, automation impacts, digital transformation, or macro workforce trends
Strong change management experience (e.g., Prosci or large‑scale transformation leadership)
Prior experience developing enterprise SWP maturity roadmaps or capability‑building programs
Benefits
Daikin Applied offers the following benefits for this position, subject to applicable eligibility requirements:
Multiple medical insurance plan options + dental and vision insurance
401K retirement plan with employer contributions matching 100% of the first 3% of employee contributions and 50% on the next 2% of employee contributions
Company provided life insurance + optional employee paid voluntary life insurance, dependent life coverage and voluntary accident coverage
Short term and long term disability
3 weeks of paid time off for new employees + 11 company paid holidays
Vacation accrues on a monthly basis, unless applicable federal, state and local law requires a faster accrual
Paid sick time in accordance of the federal, state and local law
Paid parental leave and tuition reimbursement after 6 months of continuous service
The typical annual base salary for this position ranges from
$162,500k - $277,500k
and a bonus potential up to 35%. The range displayed represents the pay range for all positions in the job grade which this position falls. Individual base pay will depend on a wide range of factors including your skills, qualifications, experience, and location.
If you're looking for an engaging career with growth opportunities in a supportive environment, you'll love a career at Daikin Applied!
#J-18808-Ljbffr