FBS Workforce Architect Associate

Job Summary

We are seeking a Workforce Architect to partner with business units in shaping a forward-looking talent agenda that enables performance today and positions the business for the future, with scope scaled to defined business areas. This role works with business leaders to develop actionable strategies for how work gets done, how talent is deployed, and how workforce choices support performance, productivity, and risk management. The Workforce Architect brings strong analytical rigor and a developing strategic perspective—leading core analyses while contributing to framing decisions and trade-offs. This role is both hands-on and consultative: responsible for building models, scenarios, and materials that inform decisions, while working with leaders to translate insights into action. Success depends on the ability to get into the details (data, assumptions, drivers, and implications), synthesize findings into clear recommendations, and build credibility through well-structured, data-driven insights.

Essential Job Functions

• Partner with business leaders to develop and shape workforce and talent strategy aligned to business priorities and performance goals.

• Maintain a forward-looking view of the workforce for assigned areas, identifying emerging trends, risks, and opportunities.

• Analyze workforce structure, capacity, and skills, identifying opportunities to improve performance and efficiency.

• Build scenario models to explore workforce options and support decision-making across near- and mid-term horizons.

• Translate enterprise workforce frameworks into practical applications tailored to business context.

• Surface insights from workforce data and diagnostics, converting complex information into clear, actionable recommendations.

• Advise leaders on workforce implications of hiring decisions, restructuring, and capability requirements.

• Partner with Finance, Workforce Analytics, Talent Acquisition, and Compensation to ensure alignment of data, assumptions, and decisions.

• Promote consistent and disciplined use of workforce tools and approaches.

• Develop clear materials that frame workforce insights in a way that supports leader decision-making.

Requirements

Education Requirements

Bachelor's degree required.

Experience Requirements

2-3 years of experience solving complex business problems and driving strategy-to-execution in roles such as product, operations, business line leadership (e.g., business insurance), marketing, management consulting, strategy, or FP&A within complex organizations.

Demonstrated experience partnering with senior leaders on workforce or operating-model decisions.

Special Skill Requirements / Additional Qualifications

• Strong analytical capability, including workforce analytics, forecasting, scenario modeling, and interpretation of external labor market trends.

• Ability to influence without authority, building credibility and alignment across functions and business units leveraging empirical and qualitative data and expertise-based perspective.

• Clear, concise communicator with strong storytelling skills; experience developing materials for senior leadership.

• Experience modernizing or improving workforce or planning approaches using data, automation, or contemporary tools.

• Solid business and financial acumen, with an understanding of workforce economics, productivity drivers, and cost trade-offs.

• Comfortable operating in ambiguity, while forcing clarity to advise leaders in navigating complex, future-oriented decisions.

• High degree of intellectual curiosity and emotional intelligence.

• Experience with Excel, Power BI, and Workday is a plus.

• Experience with org design, capacity planning, and strategic workforce planning is a plus.

Originally posted on Himalayas