Workforce Planning Consultant About the Role: As a CBRE Workforce Planning Consultant, you will serve as the centralized analytics partner for Talent Acquisition (TA), delivering data-driven insights that support recruiting strategy, operational efficiency, and workforce planning. You will develop and maintain TA-specific dashboards, own TA metric definitions, and partner closely with TA stakeholders and the broader People Analytics team to ensure timely, accurate, and actionable reporting.
This role will sit at the intersection of workforce planning, talent acquisition, business intelligence, and data analytics. The successful candidate will be responsible for transforming workforce and recruiting data into actionable insights, forecasting workforce needs, and designing scalable dashboards and reporting solutions that allow leaders to quickly understand staffing performance, workforce risks, hiring demand, and future talent needs.
A critical component of this position is the ability to partner directly with stakeholders. This individual must be comfortable meeting with Talent Acquisition, HR, Operations, Finance, and senior business leaders to understand business questions, translate those needs into reporting requirements, and independently develop Power BI dashboards and analytical tools that support decision-making.
The ideal candidate combines strong workforce analytics experience with advanced Power BI capabilities, business acumen, stakeholder management skills, and the ability to simplify complex workforce data for executive audiences.
What You'll Do: - Design, build, and maintain TA-specific Power BI dashboards and scorecards covering key metrics such as time-to-fill, source of hire, offer acceptance rate, pipeline health, and recruiter productivity.
- Develop workforce planning models that evaluate current staffing levels, future hiring demand, workforce gaps, attrition, internal mobility, and anticipated workforce needs.
- Support workforce planning for new site launches, business growth, workforce transitions, reorganizations, site closures, and other large-scale workforce changes.
- Serve as the centralized analytics partner for TA stakeholders; lead requirements gathering, translate business needs into reporting solutions, and deliver insights that drive recruiting decisions.
- Identify emerging workforce risks through trend analysis, including attrition trends, aging requisitions, hiring velocity, offer fallout, internal mobility movement, and staffing gaps.
- Own TA data definitions and metric standards; ensure consistent methodology across all TA reporting in alignment with the People Analytics governance model.
- Generate actionable insights from TA and workforce data to identify trends, surface risks, and support strategic talent acquisition planning.
- Design, build, maintain, and enhance interactive Power BI dashboards used by Talent Acquisition, HR, Operations, Finance, and senior leadership.
- Develop executive-level dashboards that clearly communicate workforce health, staffing performance, hiring progress, workforce demand, and operational risks.
- Build scalable data models, measures, calculations, and reporting structures within Power BI.
- Develop advanced DAX calculations and Power Query transformations to support workforce analytics and reporting.
- Create drill-down capabilities that allow leaders to move from enterprise-level workforce trends to business unit, region, site, role, recruiter, or requisition-level insights.
- Build automated risk indicators, alerts, and visualizations that help leadership quickly identify workforce risks and areas requiring intervention
- Partner with the Data Engineer to identify and source required TA data fields, tables, and pipelines; validate data accuracy and completeness prior to reporting.
- Conduct ad-hoc analyses across structured and unstructured data sources to respond to time-sensitive TA and workforce questions from leadership.
- Maintain thorough documentation of dashboards, data logic, metric definitions, and data sources to ensure continuity and institutional knowledge.
- Escalate prioritization conflicts and stakeholder issues to the People Analytics Manager in a timely manner.
- Monitor trends in TA performance and workforce movement; proactively flag areas of concern and recommend actions in partnership with TA and HR Business Partners.
- to provide innovative analytical solutions.
- Lead by example and model behaviors consistent with CBRE RISE values.
What You'll Need: • Bachelor's Degree preferred with 5-8 years of relevant experience in talent acquisition analytics, workforce planning, or people analytics. In lieu of a degree, a combination of experience and education will be considered.
• Demonstrated experience supporting Talent Acquisition or HR functions with data and reporting, including familiarity with ATS platforms and TA metrics (e.g. time-to-fill, source of hire, pipeline conversion).
• Experience with Avature (preferred, not required) ATS/CRM, including reporting, data extraction, recruiting workflows, or system integrations.
• Advanced experience in Power BI or comparable data visualization tools; ability to design, build, and maintain dashboards independently.
• Experience with workforce planning concepts including headcount modeling, attrition analysis, and demand forecasting.
• Strong ability to translate business questions into analytical frameworks and communicate findings clearly to non-technical stakeholders.
• Proficiency in Microsoft Office products, particularly Excel; experience with SQL or similar languages preferred.
• Ability to manage multiple priorities and stakeholder requests in a fast-paced environment with shifting demands.
• Strong organizational skills with an inquisitive mindset and attention to data quality and accuracy.
• Willingness to take a new perspective on existing solutions and proactively identify opportunities for improvement.
• Ability to exercise sound judgment based on the analysis of multiple data sources and stakeholder inputs.
If you enjoy solving challenging problems, building innovative solutions, working with talented people, and being part of a team where your work can directly influence business decisions, this is an opportunity to build your career while making a mean
CBRE GWS
CBRE Global Workplace Solutions (GWS) works with clients to make real estate a meaningful contributor to organizational productivity and performance. Our account management model is at the heart of our client-centric approach to delivering integrated real estate solutions. Each client is entrusted with a dedicated leader and is supported by regional and global resources, leveraging the industry's most robust platform. CBRE GWS delivers consistent, measurably superior outcomes for our clients at every stage of the lifecycle, and across industries and geographies.
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