Director - Workforce Management (WFM)

What success looks like in this role:

Job Responsibilities

• Actively partners with business unit leaders to build and implement workforce strategies that address dedicated and leveraged staffing needs, aligning with organizational objectives and growth trajectories.
• Leads hands-on development of workforce models and resource allocation plans, directly managing tools and frameworks to ensure staffing supply meets demand across global markets.
• Facilitates and runs workforce planning sessions with finance, talent acquisition, operations, and HR business partners, providing real-time insights and recommending actions based on evolving headcount, productivity, and attrition trends.
• Oversees and continuously improves global capacity planning processes, including setting up governance, defining cadence, aligning forecasting assumptions, and driving consistency across regions and functions.
• Designs and maintains operational dashboards to monitor bench strength, open requisition pipelines, time-to-fill trends, and utilization rates, using data to proactively identify and resolve workforce imbalances.
• Collaborates with finance and procurement to evaluate ROI of workforce investments, including contingent labor mix, outsourced services, and internal mobility, driving decisions based on financial performance and business continuity needs.
• Manages operational workforce rhythms (e.g., quarterly headcount reconciliation, ramp planning, hiring freeze impact reviews), ensuring timely delivery of workforce intelligence to executive leadership.
• Directly supports restructuring, M&A due diligence, and large-scale transformation initiatives by providing hands-on workforce impact assessments, redeployment planning, and reskilling pathways.
• Partners with talent teams to operationalize workforce programs, such as early talent pipelines, global rotations, leadership pools, and internal marketplaces, ensuring implementation is grounded in demand forecasts and capability gaps.
• Provides leadership to a team of workforce analysts and planners, setting clear objectives, managing workload, and reviewing outputs such as headcount tracking models, utilization reports, and forecasting accuracy metrics.

You will be successful in this role if you have:

Key Qualifications

• BA/BS degree and 8-10 years’ relevant experience OR equivalent combination of education and relevant experience
  Graduate degree preferred
• 8+ years of progressive experience in workforce planning, resource management, or strategic HR, including 4-6 years in a leadership or director-level capacity managing complex, cross-functional workforce strategies.
• Proven experience building and operationalizing global workforce plans, including demand forecasting, supply analysis, and resource optimization across geographies and functions.
• Strong background in capacity planning, headcount modeling, labor mix strategy (FTE vs. contractors), and utilization analysis within a matrixed, fast-paced business environment.
• Demonstrated ability to work with executive leadership and influence business decisions using workforce and financial insights.
• Experience supporting large-scale organizational change, including M&A, divestitures, workforce restructuring, or cost-reduction programs.

Required Skills

• Strategic & Analytical Skills
• Expertise in workforce analytics and translating large data sets into actionable insights for senior leadership.
• Ability to perform complex scenario modeling, sensitivity analysis, and what-if forecasting to inform talent investment decisions.
• Deep understanding of business operations, financial levers (cost of labor, productivity, margins), and their connection to workforce dynamics.

Technical & Tool Proficiency

• Advanced skills in Microsoft Excel, Power BI, or equivalent analytics and reporting tools.
• Familiarity with Workday, or similar HRIS platforms for headcount management and workforce tracking.

Leadership & Collaboration

• Strong leadership presence with the ability to lead cross-functional teams and drive alignment across HR, Finance, and Operations.
• Skilled in facilitating stakeholder workshops, governance meetings, and executive reviews, with ability to synthesize complex workforce topics into clear business cases.
• Exceptional communication and storytelling skills, with the ability to translate workforce metrics into narratives that drive strategic action.

Execution & Delivery

• Results-oriented, with a track record of delivering workforce plans on time, under shifting priorities and high-urgency scenarios.
• Strong management skills, including the ability to lead multiple workstreams, manage timelines, and ensure accountability across stakeholders.
• Hands-on approach with a bias for action, problem-solving, and continuous improvement.

Unisys is proud to be an equal opportunity employer that considers all qualified applicants without regard to age, blood type, caste, citizenship, color, disability, family medical history, family status, ethnicity, gender, gender expression, gender identity, genetic information, marital status, national origin, parental status, pregnancy, race, religion, sex, sexual orientation, transgender status, veteran status or any other category protected by law.

This commitment includes our efforts to provide for all those who seek to express interest in employment the opportunity to participate without barriers. If you are a US job seeker unable to review the job opportunities herein, or cannot otherwise complete your expression of interest, without additional assistance and would like to discuss a request for reasonable accommodation, please contact our Global Recruiting organization at GlobalRecruiting@unisys.com or alternatively Toll Free: 888-560-1782 (Prompt 4).  US job seekers can find more information about Unisys’  EEO commitment here.