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Consumers Energy Sr Workforce Planning Consultant in ADRIAN, Michigan

Join the diverse and dynamic team that powers Michigan's largest energy provider and one of the nation's largest gas and electric combination utilities. Consumers Energy services 6.7 million of Michigan's 10 million residents - caring for our friends and neighbors in all 68 Lower Peninsula counties. We embrace a cleaner and leaner utility vision focused on eliminating energy waste and adding renewable energy from sources such as wind and solar.

At Consumers Energy, we offer more than just a place to work. We foster a culture that supports career development, growth, and stability, and we take pride in offering our co-workers excellent benefits and compensation packages. We are deliberately creating an inclusive culture that makes our diverse team of co-workers feel valued, supported, and empowered every day. We're a company made up of thousands of people, all with different stories to share and work to do, but we stand united in our company purpose: world class performance delivering hometown service.

Summary

The Senior Workforce Planning Consultant works within the People & Culture planning function to compare the attributes of the existing workforce to requirements of the future workforce. Job duties include activities within five primary areas of human resource/workforce planning; including strategic workforce planning , workforce analysis and insights, consulting and facilitation, workforce representative/SME and continuous process improvement. This role requires a balance of analytical capability for the purpose of collecting, analyzing and bringing insights to data, and consulting capabilities for the purpose of creating internal alignment across multiple functions and multiple levels of leadership regarding workforce plans. This person will work with a broad range of stakeholders within People & Culture, will be called upon to share insights or plans with Officers and Executives inside or outside People & Culture.

Duties and Responsibilities

• Strategic Workforce Planning: Scan the internal and external environment for key drivers that impact the Company’s ability to place the right talent in the right place at the right time. Consult with leaders of strategic initiatives to identify which elements of the Company's strategy will impact workforce demand over the next five years. Propose strategies to close workforce gaps with leaders in People & Culture, Operations Planning, Engineering, etc., and consult with said leaders to continue plan development and action planning until all relevant workforce gaps have a clear and aligned plan to meet the business needs of the future. This person is the owner of the workforce planning process, and is accountable for the delivery of exceptional workforce plans for Consumers Energy. This includes MPSC/regulatory responses, feeding People & Culture resource planning to deliver, and internal alignment with strategic roadmap leaders and owners of talent action such as Talent Acquisition, Learning & Development, and Strategic Sourcing.

• Workforce Analysis and Insights: Segment existing workforce for analysis with particular emphasis on those impacted by the Company’s business strategy and strategic direction. Perform workforce supply analysis including multi-factor analysis such as projected employee retirements, non-retirement turnover and internal transfer rates. If called for, perform scenario analysis to analyze the impact of different internal or external factors on workforce supply or demand. Compare and analyze gaps between workforce supply and demand. Deliver custom reports and workforce demand forecasts as an input to workforce leveling for enterprise resource planning, and workload planning for talent acquisition, strategic talent pipeline programs, and learning and development. Partner with leaders who are encountering business problems such as turnover, high growth, internal churn, etc. to build workforce plans that address the gaps created by those issues. Align with partners in Finance to understand and translate financial requirement data into workforce demand data and present said data to Officer teams inside and outside of People & Culture.

• Consulting and Facilitation: Facilitate the long-term workforce demand collection process using activity ratios, management estimates and/or other strategies for data collection. Make gaps visible through visual management (i.e. paretos, waterfalls, supply/demand gaps, etc.). Facilitate creation of, and documentation of exceptional workforce plans for the delivery of predictable talent outcomes. Negotiate will diverse business areas to encourage leaders to settle on defined gap closure plans, and if unsuccessful, artfully make gaps visible to the executive leaders until gaps are close and departments that own the actions are aligned.

• Workforce Representative/SME: Represent People & Culture talent plans and activities at key operating reviews with Officers, peers in People & Culture, and /or collaborative teams in finance, enterprise resource planning, etc. Respond to inquiries from internal and external stakeholders, including regulatory entities regarding workforce gaps or associated workforce plans. Represent the Company with industry workforce planning consortiums such as the Center for Energy Workforce Development Workforce Planning consortium, Industry Workforce metrics groups, or comparable. Serve as the primary backup for the Director of Workforce Planning and Analytics in Enterprise Resource and workforce plan gap closure meetings and problem solving teams.

• Continuous Process Improvement: Identify and make continuous improvements to the existing workforce planning process and practices. Research and investigate workforce planning tools and technologies, and establish business cases as needed to fund any improvement opportunities.

Knowledge, Skills and Abilities

• Workforce Planning

• Analytical/data analysis

• Business Acumen

• Presentation Skills/Meeting Facilitation

• Partnership/Relationship building

• Excel and/or Microsoft Access

Requirements

• Business, Human Resources or Analytics related Bachelor’s Degree or equivalent combination of education & experience

• Minimum 4 years in professional roles within human resources or business operations, with some significant portion of that experience spent conducting workforce analysis, and/or workforce planning as a primary function of the job

• Demonstrated experience facilitating meetings and delivering presentations with multiple leadership levels, up to and including Officers, and multiple functions, including human resources and other business areas.

The following are preferred, but not required:

• Masters degree in Business, Human Resources or Analytics

• SPHR, HCI, Workforce Planning or Lean certification

Hours and Travel

Maintain regular, predictable and punctual attendance during regularly scheduled work hours at assigned worksite. Meet travel requirements of the position. Work a flexible schedule, which may include evenings, weekends, holidays and overtime.

This position will be remote/virtual until it’s deemed safe to return to the office. At that time, the selected candidate may choose to remain virtual or sit in an office/service center across the state of Michigan, with occasional travel to Jackson, Michigan.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; stand; walk; and stoop, kneel, crouch, or crawl; use hands to handle or feel objects, tools, or controls; and reach with hands and arms.

The employee frequently is required to talk or hear. The employee will be using a computer and the associated keyboard and mouse. The employee must frequently lift and move up to ten pounds and occasionally lift and move up to twenty five pounds. Specific vision abilities required by this job include close vision, color vision, depth perception, and the ability to adjust focus. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually moderate.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; stand; walk; and stoop, kneel, crouch, or crawl; use hands to handle or feel objects, tools, or controls; and reach with hands and arms.

The employee frequently is required to talk or hear. The employee will be using a computer and the associated keyboard and mouse. The employee must frequently lift and move up to ten pounds and occasionally lift and move up to twenty five pounds. Specific vision abilities required by this job include close vision, color vision, depth perception, and the ability to adjust focus. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually moderate.

All qualified applicants will not be discriminated against and will receive consideration for employment without regard to protected veteran status, disability, race, color, religion, sex, sexual orientation, gender identity or national origin.

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