Sr Workforce Planning Manager

We recognize that in order to meet the needs of our communities, we must represent our communities. Our success relies on creating a culture where we have diverse perspectives and a true sense of belonging. This is a journey, and we pledge to do more than simply check the box.

When you join the Meritrust team, your benefits will include:

Comprehensive medical insurance plan

Dental and vision insurance

Generous paid-time-off

12 paid holidays

401(k) plan

Wellness program

Tuition assistance

Employee loan discount

Employee Assistance Program (EAP)

Life and disability coverage

What sets working for Meritrust apart?

Career development and pathing opportunities to move into leadership roles or other lines of business within MCU such as Commercial Lending, Finance, Marketing, Underwriting, Member Solutions, Training, Human Resources, and more.

Supportive and engaging work environment.

A wellness and sustainable work culture that puts family, Mother Nature, our community, and your health first.

A work environment that encourages personal as much as professional growth, teamwork to make the dream work, and treating everyone equally.

Studies have shown that individuals from marginalized and or historically underrepresented groups may be less likely to apply for jobs unless they meet every one of the qualifications listed. We are most interested in finding the best candidate for the job. We would encourage you to apply for a job at Meritrust Credit Union, even if you don’t meet every one of our qualifications listed.

This is a full-time position working 40 hours a week, Monday-Friday 8:00am - 5:00pm.

The Senior Workforce Planning Manager is responsible for leading the development, implementation, and ongoing management of enterprise workforce planning strategies that align talent, organizational structure, labor investment, and business priorities across the credit union. This role partners closely with Human Resources, Finance, executive leadership, and business line leaders to assess current and future workforce needs and ensure the organization is positioned with the right number of employees, capabilities, organizational design, and compensation investments to achieve strategic objectives.

This position leads workforce forecasting, labor and headcount modeling, organizational and position planning, workforce analytics, and scenario planning. The role also incorporates compensation planning as a core accountability, ensuring workforce plans are financially sustainable, market-informed, and aligned with the credit union’s overall compensation philosophy, pay structures, and budget strategy.

The Senior Workforce Planning Manager serves as a strategic advisor to leadership and provides data-driven recommendations related to staffing levels, role design, skill needs, succession risk, internal mobility, productivity, labor costs, and long-range workforce implications in a regulated financial services environment.

Essential Functions

Enterprise Workforce Planning

• Lead the design, implementation, and continuous improvement of the credit union’s workforce planning strategy.
• Partner with executive leaders and department heads to assess current and future talent needs based on business strategy, growth plans, branch/network evolution, digital transformation, and operational priorities.
• Build strong partnerships across HR, finance, operations, retail, lending, technology, risk, and executive leadership.
• Develop short-range and long-range workforce plans, including headcount, staffing mix, skills inventory, succession implications, and labor demand forecasting.
• Facilitate annual and multi-year workforce planning cycles aligned with strategic planning and budget development.
• Present workforce strategy recommendations and labor insights to senior leadership as needed.
• Build workforce scenarios to model organizational growth, attrition, retirements, automation impacts, role redesign, and changing member service demands.
  
  

• Analyze workforce data and trends, including headcount, span of control, vacancy rates, turnover, time to fill, internal mobility, productivity, retirement risk, bench strength, and labor utilization.
• Identify workforce risks and opportunities and provide actionable recommendations to leaders.
• Create dashboards, reports, and executive presentations that translate workforce data into business insights.
• Establish planning metrics and KPIs to measure workforce effectiveness, capacity, and talent sustainability.
  
  

• Partner with compensation, finance, and the CHRO to incorporate compensation planning into workforce forecasting and budgeting.
• Support labor cost modeling, including salary budgets, merit planning impacts, market adjustments, incentives, and organizational affordability.
• Analyze compensation implications of workforce plans, position design, career paths, promotions, and internal movement.
• Provide input into pay structure alignment, job architecture, and workforce cost optimization strategies.
• Partner on annual compensation planning processes to ensure headcount strategy and pay investments are aligned with business and talent priorities.
• Evaluate workforce investments for financial sustainability while maintaining competitiveness in the labor market.
  
  

• Support organizational design reviews to improve efficiency, effectiveness, and alignment with strategy.
• Partner with leaders to evaluate role clarity, reporting structures, layers, spans of control, and workforce deployment.
• Oversee or support position control processes, including creation, tracking, and governance of approved positions.
• Recommend role redesign, resource realignment, or capability-building strategies based on business needs and data analysis.
  
  

• Collaborate with talent acquisition to align recruiting strategy with projected hiring demand and critical skill needs.
• Partner with learning and development to identify skill gaps and inform reskilling and upskilling priorities.
• Support succession planning by identifying critical roles, talent risks, and future capability requirements.
• Work with HR business partners to align workforce planning insights into employee relations, engagement, retention, and change management strategies.