Workforce Planning Manager

Job Description

Job Description

We are excited that you are considering joining Nova Southeastern University

Nova Southeastern University (NSU) was founded in 1964, and is a not-for-profit, independent university with a reputation for academic excellence and innovation. Nova Southeastern University offers competitive salaries, a comprehensive benefits package including tuition waiver, retirement plan, excellent medical and dental plans and much more. NSU cares about the health and welfare of its students, faculty, staff, and campus visitors and is a tobacco-free university.

We appreciate your support in making NSU the preeminent place to live, work, study and grow. Thank you for your interest in a career with Nova Southeastern University.

 

Primary Purpose:

Establishes and manages NSU’s enterprise-wide workforce and capacity-planning capability. Helps leaders determine the appropriate number, type, level, and location of employees needed to support institutional priorities while improving productivity, controlling labor costs, and optimizing headcount.
Partners with center and academic leaders, Finance, Human Resources, Compensation, HRIS, and Institutional Research to translate enrollment, business demand, operational output, revenue, and budget assumptions into practical workforce plans.

 

Job Category:  Exempt

Hiring Range:  Commensurate with experience

Pay Basis: Annually

Subject to Grant Funding?  No

Essential Job Functions: 

1. Designs and implements a consistent enterprise workforce- and capacity-planning framework.
2. Translates enrollment, business demand, operating volume, productivity, revenue, and budget forecasts into staffing requirements, role mix, organizational structure, and labor costs.
3. Conducts workforce supply-and-demand analyses, including headcount, FTE, vacancies, turnover, retirements, talent pipelines, and critical-role risks.
4. Assesses center and unit-level productivity, spans and layers, role clarity, workflows, workforce composition, and future capability needs.
5. Partners with Finance to improve headcount budgeting, labor-cost forecasting, scenario planning, and long-range workforce projections.
6. Establishes meaningful productivity, capacity, utilization, and labor-efficiency metrics.
7. Identifies sustainable opportunities to reduce costs, optimize headcount, clarify responsibilities, and simplify organizational structures.
8. Supports workforce planning for new programs, reorganizations, growth initiatives, career ladders, succession planning, and critical talent needs.
9. Develops executive-level dashboards, reports, and presentations that translate workforce data into clear recommendations.
10. Documents planning assumptions, methodologies, data sources, and decision criteria.
11. Presents recommendations to senior leaders and manages implementation through project plans, governance, and progress tracking.
12. Completes special projects as assigned.
13. Performs other duties as assigned or required.

Job Requirements: 

Required Knowledge, Skills, & Abilities: 

Knowledge:
1. Knowledge of workforce planning principles, including workforce supply and demand analysis, headcount and FTE forecasting, scenario modeling, and workforce risk identification.
2. Understanding of how workforce planning supports organizational strategy, budget planning, and long range institutional goals.
3. Working knowledge of HR data elements such as positions, headcount, FTE, vacancies, turnover, and demographics.
4. Familiarity with HRIS platforms and related reporting tools.
5. Understanding of data privacy, confidentiality, and ethical handling of employee and institutional information.
6. Basic knowledge of operating budgets, labor cost drivers, and the relationship between workforce size and institutional financial sustainability.

Skills:
1. Skill in building and maintaining workforce models and forecasts using tools such as Microsoft Excel.
2. Skill in developing clear, well structured reports, dashboards, and visualizations that communicate workforce insights effectively.
3. Skill in preparing executive level materials and summaries to support decision making.
4. Skill in supporting workforce planning discussions with De