REPORTS TO: Director of Talent Acquisition & Workforce Development (Technical)
SUPERVISES: N/A
AUTHORITIES / RESPONSIBILITIES:
Serve as primary agency point of contact for all workforce development initiatives throughout the organization.
Identify, develop, and execute new strategies and initiatives for all skilled trades workforce development.
Work with outside agencies and service providers, both public and private, to develop training and educational programs to support hiring demands.
Analyze employee data and key labor trends to provide insight into the workforce needed in the future. This includes forecasting and quantifying the workforce impact and needs.
Forecast and quantify the workforce gaps/risks that will need to be managed within each department to ensure the appropriate steps are taken to prepare for future staffing needs.
Build and analyze models to project capacity and demand over a 1 to 5 year horizon, providing workforce planning research and insight to help identify the most optimal sources of needed talent that have the available skills to meet workforce planning goals.
Ensure the strategic direction of workforce projects are aligned with the pursuit and attainment of organizational workforce goals.
Analyze trends, hiring plans and reporting as well as strategic planning to recommend solutions based on business needs.
Compile and mine data from a variety of sources to prepare, update, and create reports. Reporting regularly on long term resource plans, potential risks, forecasts and trends, staffing projections, accuracy and deviation of the forecast to actual, as well as action plans to close gaps.
Lead the global workforce planning process, identify strategic issues and generate action plans to address key elements impacting the Company's talent acquisition strategy.
Lead strategic discussion with HR partners and business leaders to continually align training objectives with evolving business objectives.
Partner and consult with a broad range of constituents, including managers and HR leaders to develop strategies to assess, evaluate and address issues that impact workforce needs (technology changes, regulatory changes, re-skilling, corporate initiatives that impact jobs and staffing).
Provide ongoing information, assessment and interpretation of current workforce - analyze trends and forecasts; monitor results of headcount growth in terms of operational volume and efficiency.
Assist with the deployment of organization, leadership and employee development efforts related to business plans focused on key talent, identified successors and critical technical staff.
Attend meetings with outside agencies. Assists in forming partnerships with outside agencies and in leveraging resources to secure maximum services to support workforce planning initiatives.
Responsible for developing recruitment strategies for colleges, universities and other experienced professional candidate pools.
QUALIFICATIONS / KNOWLEDGE / EXPERIENCE:
Bachelor's Degree in Human Resources, Business, Economics, Statistics, or a related field or an equivalent combination of education, training, and experience.
Possess five or more years of management experience.
Demonstrated experience with benchmarking, strategic data analysis, predictive modeling, and forecasting.
Demonstrated experience collaborating with leadership on setting strategic goals and tracking reporting progress against those goals.
Demonstrated experience developing and implementing strategic workforce development plans.
Demonstrated experience collaborating across all levels of an organization including analyzing information, identifying needs, developing actions plans, identifying deliverables, and presenting recommendations/results.
Demonstrated experience leading cross-functional teams.
Must demonstrate strong ethics, influence and negotiation, leadership, interpersonal skills, communication, and the ability to effectively manage stress and engage in continuous learning.
Demonstrated proficiency with Microsoft Word, Excel, PowerPoint, and Project suite of reporting and analytic tools.
TOOLS: None
DIRECTION EXERCISED: Full discretionary authority to assign work.
DISCRETION EXERCISED: Full discretionary authority to correct and discipline, recommend pay increase, transfers, promotions, and discharges.
LIASES WITH: Liaise with all levels of Austal organization, Navy Program Office, community organizations and leaders, suppliers and external contractors.
ADDITIONAL GUIDELINES:
Candidates must meet the following employment eligibility guidelines to be considered for employment with Austal USA:
18 years of age or older at time of application
Able to provide proof of US Person Status
No felony convictions of Theft/Deception or Violent crimes within seven years from disposition date
No felony convictions of Drug crimes within three years from disposition date
Willing to submit to a drug screen
Willing to submit to a background check
Equal Employment Commitment
Any qualified individual with a disability who is having difficulty in completing an application because of incompatible technology or other disability-related application issues may contact us at the following phone number for assistance: 251-445-1932. Austal shall abide by the requirements of 41 CFR ยงยง 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability. Austal's commitment to equal employment opportunity applies at all levels of employment, in all job titles, including the executive level, and to all employment actions, including but not limited to decisions concerning recruitment, hiring, training, and promotion.
