JOB SUMMARY:

The Workforce Planning Program Manager leads key programs, governance processes, and system-enabled practices that support enterprise workforce planning across Field and Store Support Center populations. This position is responsible for driving alignment between approved workforce plans, Workday position data, Adaptive Planning capabilities, organizational structures, reporting outputs, and business decision-making.

This role serves as a subject matter expert and strategic advisor on workforce planning processes, position management, organizational structure, workforce data integrity, and headcount planning. As a subject matter expert, the Workforce Planning Program Manager will partner closely with Workforce Planning, HRIS, HR Business Partners, Compensation, Talent Acquisition, and business stakeholders to evaluate workforce requests, identify plan impacts, recommend solutions, and drive consistent governance.

The ideal candidate combines strong analytical capability, systems knowledge, business judgment, and process improvement skills. This role will help build workforce planning as an enterprise capability by leading cross-functional workstreams, improving planning processes, enhancing reporting and dashboards, and developing scalable practices that support organizational effectiveness and data-driven workforce decisions.

KEY DUTIES AND RESPONSIBILITES:

• Lead the development, refinement, and ongoing governance of workforce planning processes, tools, reporting routines, and documentation standards
• Evaluate position requests, backfill requests, organizational changes, and HRBP or business requests to assess alignment with approved workforce plans and identify potential impacts
• Drive recommendations, analysis, and escalation support for requests or changes that may impact workforce plans, organizational structures, headcount assumptions, or planning governance
• Create and maintain positions in Workday alignment with approved workforce plans, position management standards, and organizational planning principles
• Review Workday position and organization data to identify misalignments, risks, data quality issues, or opportunities to improve workforce planning accuracy
• As subject matter expert, advise HRIS on supervisory organization updates, manager reporting changes, and related Workday organizational structure activities as a result of Workforce Planning activities
• Develop and recommend improvements to Workday position management, supervisory organization structure, open position management, and workforce data integrity processes
• Analyze workforce data to identify trends, gaps, risks, inconsistencies, and opportunities for improved planning, governance, and organizational effectiveness
• Build, manage, and enhance Workday reporting needs related to workforce planning, position management, supervisory organizations, organizational structure, and workforce plan alignment
• Drive the continued expansion of Adaptive Planning for workforce planning, including data validation, report enhancements, dashboard improvements and maintenance, process integration, and planning use cases
• Partner with Compensation and Finance-facing partners to provide headcount-related inputs, workforce assumptions, and data needed to support financial impact analysis and ongoing scenario planning
• Translate complex workforce data and planning insights into clear summaries, recommendations, and decision-support materials for HR, business partners, and executive-level decision support
• Lead ad hoc analyses and special projects related to workforce planning, organizational structure, position management, headcount planning, and talent strategy

EDUCATION AND EXPERIENCE:

EDUCATION: Bachelors/4 Yr Degree in Human Resources, Business Administration, Data Analytics, Finance, Information Systems, or related field preferred

YEARS OF RELEVANT WORK EXPERIENCE: 5+ years

YEARS OF MANAGEMENT EXPERIENCE: N/A

CERTIFICATIONS / LICENSES: Relevant Workday/Adaptive certifications a plus

SPECIFIC KNOWLEDGE AND SKILLS:

• Advanced proficiency in Microsoft Excel, including pivot tables, formulas, data validation, reporting tools, and dashboard or tracker creation
• Workday reporting experience required
• Workday Position Management experience required
• Experience with Adaptive Planning or similar workforce or financial planning tools preferred
• Experience with HR information systems, position management, organizational structures, or workforce data required
• Demonstrated experience leading programs, projects, process improvements, or cross-functional initiatives
• Experience building, maintaining, and managing dashboards or recurring reporting packages
• Strong analytical skills with ability to interpret workforce data, identify discrepancies, and summarize findings clearly
• Strong attention to detail and ability to work with high-volume, accuracy-sensitive data
• Ability to manage recurring processes, track requests, document decisions, and follow through on details
• Strong communication skills with ability to explain complex data, process issues, recommendations, and workforce planning impacts to HR, business partners, and senior leaders
• Ability to partner effectively across Workforce Planning, HRIS, HR Business Partners, Compensation, Finance, Talent Acquisition, and business stakeholders
• Clear understanding of how workforce decisions impact headcount, labor cost, budget alignment, and organizational planning
• Ability to work through ambiguity and design scalable processes in a growing workforce planning function
• Continuous improvement mindset with ability to identify and implement opportunities for greater efficiency, consistency, and data accuracy

This job description is intended to describe the general nature and level of the work being performed by the individuals assigned to this job. This is not an exhaustive list of all duties and responsibilities. Management reserves the right to amend and change the duties and responsibilities of this job to meet business and organizational needs, as necessary.

#LI-TK1

If an hourly or salary range is included in this ad it represents the range 7-Eleven in good faith believes is the range of compensation for this role at the time of this posting. The Company may ultimately pay more or less than the posted range. This range is only applicable for jobs to be performed in this state. This range may be modified in the future. No amount is considered to be wages or compensation until such amount is earned, vested, and determinable under the terms and conditions of the applicable policies and plans. The amount and availability of any bonus, commission, long-term incentive compensation, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company99s sole discretion, consistent with the law.