Workforce Planning Strategist job opportunity at Curriculum Associates.

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DateMore Than 30 Days Ago bot
Curriculum Associates Workforce Planning Strategist
Experience: Highly Experienced
Pattern: full-time
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degreeAssociate
loacation US MA North Billerica Rangeway Rd., United States Of America
loacation US MA North Bi..........United States Of America

At Curriculum Associates, we believe in the potential of every child and are changing the face of education technology with award-winning learning programs like i-Ready that serve a third of the nation’s K–8 students. For more than 50 years, our commitment to making classrooms better places, serving educators, and supporting accessible learning experiences for all students has driven the continuous improvement of our innovative programs. Our team of more than 2,500 employees is composed of lifelong learners who stand behind this mission, working tirelessly to serve the educational community with world-class programs and support every day. Reporting to the Vice President,   Talent   Acquisition, Rewards & Analytics , t he   Workforce Planning Strategist   will   establish   and lead our   global   workforce planning capability, ensuring our talent strategy, skills, and workforce design align with business growth and future operating needs. This role partners with senior leaders   and HRBPs   to   anticipate   workforce risks and opportunities and enable data-driven talent decisions.   The role   operates   with significant autonomy and will   establish   the governance, analytics, and planning infrastructure required to support a future-ready   global   workforce.     The impact you'll have:   Enterprise Workforce Strategy & Leadership   Define and lead the enterprise strategic workforce planning and future-of-work vision.   Establish governance, standards, and best practices for workforce planning across all business units and geographies.   Position workforce planning as a core business capability with clear links to financial and operational outcomes.   Serve as a   center of excellence to   HRBPs,   executive and senior leaders on workforce strategy, organizational design, and workforce transformation.     Strategic Workforce Planning & Scenario Modeli ng   Design and operationalize an integrated workforce planning framework that forecasts talent supply, demand, gaps, and timing.   Partner with business and finance leaders to translate strategic and financial plans into workforce requirements.   Partner with HRBPs to l ead annual and multi-year workforce planning cycles integrated with business planning and budgeting processes.   Conduct scenario modeling to support decisions related to growth, restructuring, and strategic initiatives.   Partner with   talent   management tea m to d evelop and   maintain   enterprise succession planning frameworks for critical and pivotal roles.     Future of Work & Workforce Redesign   Lead enterprise efforts to   anticipate   how the future of work—including AI, automation, and evolving ways of working—will reshape roles, skills, and capacity.   Partner with HR, Technology, and business leaders to assess workforce readiness and design future-state operating models.   Support leaders in redesigning roles, teams, and workflows to increase agility, scalability, and effectiveness.   Identify   emerging roles, critical capabilities, and evolving skill clusters   required   to support innovation and growth.   Establish frameworks to assess the workforce impact of technology-enabled change.   Capability & Skills Strategy   Build and   maintain   a global capability and skills framework aligned to future business needs.   Partner with   Talent Management   CoE   to define reskilling and upskilling priorities and pathways.   Leverage internal data and external labor market insights to inform build-buy-borrow talent strategies.   Identify   workforce risks and capability gaps and recommend targeted interventions.   Data, Analytics & Infrastructure   Establish workforce planning data infrastructure and governance, ensuring consistency across Workday HRIS and related systems.   Partner with People Analytics to develop forecasting models, dashboards, and executive-level reportin g, as well as   standardized workforce metrics, KPIs, and definitions across multi-country operations.   Analyze workforce trends, retention risks, and talent market dynamics to inform strategic recommendations.   Cross-Functional Collaboration & Change Leadership   Serve as the primary connector between workforce planning and   HRBPs,   Talent Acquisition, Total Rewards,   Talent Manag e ment , Finance, and business le aders.   Provide workforce and hiring outlooks to inform talent acquisition and budget planning.   Support compensation planning, retention strategies, and investment decisions in partnership with Total Rewards.   Lead change management, communication, and capability-building efforts to embed workforce planning and future-of-work practices.   Facilitate executive and leadership discussions to support informed talent decisions.   What we're looking for: Strategic & systems thinking   with the ability to translate business strategy into forward-looking workforce plans aligned to organizational goals.   Deep   expertise   in strategic workforce planning and future-of-work concepts , including scenario modeling, workforce transformation, and the impact of emerging technologies   (including AI)   on roles and skills .   Strong analytical and data fluency , with the ability to synthesize complex workforce data into clear, actionable insights for senior leaders.   Business acumen and financial literacy , enabling effective partnership with Finance and alignment of workforce decisions with business and budget priorities.   Executive presence, influence, and communication skills , with experience advising and   facilitating   decision-making with senior leaders.   Proven   change   leadership , driving adoption of new frameworks, tools, and ways of working in complex organizations.   Highly collaborative leadership style , with the ability to partner across HR Centers of Excellence and global business teams.   Capability-building and leadership skills , including experience   establishing   new functions, leading teams, and   operating   effectively in ambiguity.     Education & Experience   Bachelor’s degree in Business , HR, Analytics, Economics, or related field;   Master’s   degree   strongly   preferred.   8+ years of experience in strategic workforce planning, people analytics, organization design, or related roles.   3+ years in a senior leadership or director-level role, with experience building new capabilities or   functions .   Strong   Understanding of AI and automation trends as they relate to workforce planning.   Background in management consulting, HR strategy, or future-of-work initiatives   preferred   Benefits and Pay Range: Pay Range – This role’s range is $110,500-$196,500. The wage range for this role takes into account the wide range of factors that Curriculum Associates considers in making compensation decisions based on our Compensation Philosophy. Actual base pay within that range will vary based upon several factors including, but not limited to, prior experience and relevant skill sets. At Curriculum Associates, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances for each case. This role is also eligible to participate in the company bonus plan. The Company recognizes that minimum wage varies by location and will ensure all compensation decisions comply with applicable state and local laws. Benefits – Benefit eligible employees (and their families) are covered by medical, dental, vision, and basic life insurance. Employees can enroll in our company’s 401k plan and receive an employer match. Employees have access to a flexible vacation and sick policy in addition to twelve paid holidays and a winter office closure between Christmas and New Year's, as well as a number of additional perks and benefits. Application deadline: February 6, 2026. This is subject to close earlier if there is a high volume of applicants or a qualified hire is made. 

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