Large

The Public Sector Pension Investment Board (PSP Investments) is one of Canada's largest pension investment managers with $230.5 billion of net assets as of March 31, 2022. It manages a diversified global portfolio composed of investments in public financial markets, private equity, real estate, infrastructure, natural resources and private debt. Established in 1999, PSP Investments manages net contributions to the pension funds of the federal Public Service, the Canadian Forces, the Royal Canadian Mounted Police and the Reserve Force. Headquartered in Ottawa, PSP Investments has its principal business office in Montréal and offices in New York, London and Hong Kong. For more information, visit investpsp.com or follow us on Twitter and LinkedIn.

Finance

PSP Investments

You need a graduate degree in a quantitative field, 8+ years in HR/consulting, strong analytical skills, fluency in English and French, and experience leading cross-functional teams.

You will lead workforce analytics, manage headcount planning, conduct supply-demand analysis, advise on labor trends, and develop metrics to support strategic HR initiatives.

People, HR & Administration

Montréal

<ul><li>The Workforce Planning and Analytics Senior Manager develops the strategy for data reporting for the board, executives, people leaders, and HR and scales analytics and insights across the enterprise. This enables a transversal data driven HR-function that supports people strategies for effective and timely decision making. &nbsp;</li><li>Through a cross-functional team, the Senior Manager collaborate with partners within and outside HR such as Strategy, Finance, IT to drive forward workforce planning supported by robust data and analytics.</li></ul><p>Reporting directly to the Senior Director of People Strategy and Insights.</p><p><strong>The main areas of responsibilities will include:</strong></p><p><strong>Workforce Analytics:</strong></p><ul><li>Lead the data reporting strategy and streamlines all data reporting processes across HR to provide an integrated executive storyline for CHRO, Exco and Board;</li><li>Supports the business planning cycle across HR and the business by providing data and insights to guide people plans and priorities;</li><li>ensures the people data roadmap supports people strategies; identifies metrics and provides dashboards for strategic project reporting and governances;</li><li>Supports cross function people initiatives (Culture, Ei&amp;D, etc.) by providing a clear data strategy, working with HR leaders to define metrics, monitor progress, and support action plans towards achieving the priorities;</li><li>Leads employee engagement and experience regular survey analysis and reporting&nbsp; including designing questions to measure targeted initiatives;</li><li>Leads data governances across HR and puts in place processes needed to ensure consistent reporting aligned to data standards and ethics requirements;</li><li>In collaboration with data owners across HR, enhances HR effectiveness by building a knowledge sharing hub for enabling a more data driven culture;</li><li>Develop and maintain appropriate benchmarks with other organizations;</li></ul><p><strong>Workforce </strong><strong style="background-color: transparent;">Planning:&nbsp;&nbsp;</strong></p><ul><li>Lead headcount planning in partnership with Finance, HRBPs, to set and manage quarterly headcount targets across the business.</li><li>Conduct supply and demand analysis, business scenario planning, and forecasting.&nbsp;</li><li>Understand and advise how external labor market trends (AI, etc.) will stand to change the workforce required in the future.&nbsp;</li><li>Support the identification of critical future organizational competencies, roles and ways of working.</li><li>Partner with senior leaders to understand and address the changing nature of work and related capabilities required for the future at PSP.&nbsp;</li><li>Forecast future talent needs and the availability of right talent to address business needs.</li><li>Establish a regular cadence and process for refreshing and refining workforce plans; roll-up and share outcomes/action plans with relevant stakeholders.</li></ul><p><strong style="background-color: white;">What you’ll need:</strong></p><ul><li>Education level: A graduate degree in a Quantitative field of study (Finance, Economics, Mathematics, etc.). MBA or Masters in relevant field of study is preferred;</li><li>Experience:&nbsp; A minimum of 8+ years of experience in HR or consulting with responsibilities in program management leading cross functional teams;</li><li>Ability to recognize synergies &amp; bridge gaps and to work collaboratively &amp; cultivate meaningful relationships with colleagues;</li><li>Excellent analytical &amp; problem-solving skills and the ability to simultaneously manage multiple priorities;</li><li>Ability to synthetize and document ideas and insight for executive level and navigate through ambiguous and evolving environment;</li><li>Ability to lead a team directly and/or indirectly through managing transversal projects.</li><li>Bilingualism: English and French (frequent interactions in English with PSP employees based in our offices in Hong Kong, London and New York, and interactions in French with employees in our local offices in Montreal and Ottawa)&nbsp;</li></ul>

The Workforce Planning and Analytics Senior Manager develops the strategy for data reporting for the board, executives, people leaders, and HR and scales analytics and insights across the enterprise. This enables a transversal data driven HR-function that supports people strategies for effective and timely decision making.  Through a cross-functional team, the Senior Manager collaborate with partners within and outside HR such as Strategy, Finance, IT to drive forward workforce planning supported by robust data and analytics.Reporting directly to the Senior Director of People Strategy and Insights.The main areas of responsibilities will include:Workforce Analytics:Lead the data reporting strategy and streamlines all data reporting processes across HR to provide an integrated executive storyline for CHRO, Exco and Board;Supports the business planning cycle across HR and the business by providing data and insights to guide people plans and priorities;ensures the people data roadmap supports people strategies; identifies metrics and provides dashboards for strategic project reporting and governances;Supports cross function people initiatives (Culture, Ei&D, etc.) by providing a clear data strategy, working with HR leaders to define metrics, monitor progress, and support action plans towards achieving the priorities;Leads employee engagement and experience regular survey analysis and reporting  including designing questions to measure targeted initiatives;Leads data governances across HR and puts in place processes needed to ensure consistent reporting aligned to data standards and ethics requirements;In collaboration with data owners across HR, enhances HR effectiveness by building a knowledge sharing hub for enabling a more data driven culture;Develop and maintain appropriate benchmarks with other organizations;Workforce Planning:  Lead headcount planning in partnership with Finance, HRBPs, to set and manage quarterly headcount targets across the business.Conduct supply and demand analysis, business scenario planning, and forecasting. Understand and advise how external labor market trends (AI, etc.) will stand to change the workforce required in the future. Support the identification of critical future organizational competencies, roles and ways of working.Partner with senior leaders to understand and address the changing nature of work and related capabilities required for the future at PSP. Forecast future talent needs and the availability of right talent to address business needs.Establish a regular cadence and process for refreshing and refining workforce plans; roll-up and share outcomes/action plans with relevant stakeholders.What you’ll need:Education level: A graduate degree in a Quantitative field of study (Finance, Economics, Mathematics, etc.). MBA or Masters in relevant field of study is preferred;Experience:  A minimum of 8+ years of experience in HR or consulting with responsibilities in program management leading cross functional teams;Ability to recognize synergies & bridge gaps and to work collaboratively & cultivate meaningful relationships with colleagues;Excellent analytical & problem-solving skills and the ability to simultaneously manage multiple priorities;Ability to synthetize and document ideas and insight for executive level and navigate through ambiguous and evolving environment;Ability to lead a team directly and/or indirectly through managing transversal projects.Bilingualism: English and French (frequent interactions in English with PSP employees based in our offices in Hong Kong, London and New York, and interactions in French with employees in our local offices in Montreal and Ottawa) 

Senior Manager, Workforce Planning and Analytics - PSP Investments

<div>
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  ABOUT US
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   We’re one of Canada’s largest pension investment managers, with CAD$264.9 billion of net assets as at March 31, 2024.
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  <br> 
  <br> We invest funds for the pension plans of the federal public service, the Canadian Forces, the Royal Canadian Mounted Police and the Reserve Force. Headquartered in Ottawa, PSP Investments has its principal business office in Montréal and offices in New York, London and Hong Kong.
 </div>
 <div></div>
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  <br> Capturing and leading complex global investments requires us to work as one to seize valuable opportunities, in close collaboration with some of the world’s top companies. At PSP, you’ll join a team of motivated and engaged professionals, dedicated to propelling our organization further than ever before.
 </div>
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   EXPERIENCE THE EDGE
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   At PSP, we encourage our employees to grow, forge powerful relationships, contribute and fuel inspired investment launchpads. We are committed to a culture that fosters collaboration and allows us to think beyond, in an interconnected way. We advocate for our employees to speak-up, learn, experiment, share, and be part of an 
  <div>
   inclusive work environment
  </div> where diversity is embraced.
 </div>
 <div></div>
 <div>
   ABOUT THE TEAM
 </div>
 <div></div>
 <div>
   The Workforce Planning and Analytics Senior Manager develops the strategy for data reporting for the board, executives, people leaders, and HR and scales analytics and insights across the enterprise. This enables a transversal data driven HR-function that supports people strategies for effective and timely decision making.
 </div>
 <div>
   Through a cross-functional team, the Senior Manager collaborate with partners within and outside HR such as Strategy, Finance, IT to drive forward workforce planning supported by robust data and analytics.
 </div>
 <div></div>
 <div>
   ABOUT YOUR ROLE
 </div>
 <div></div>
 <div>
   Reporting directly to the Senior Director of People Strategy and Insights.
 </div>
 <div>
   The main areas of responsibilities will include:
 </div>
 <div>
   Workforce Analytics:
 </div>
 <ul>
  <li>
   <div>
     Lead the data reporting strategy and streamlines all data reporting processes across HR to provide an integrated executive storyline for CHRO, Exco and Board;
   </div></li>
  <li>
   <div>
     Supports the business planning cycle across HR and the business by providing data and insights to guide people plans and priorities;
   </div></li>
  <li>
   <div>
     ensures the people data roadmap supports people strategies; identifies metrics and provides dashboards for strategic project reporting and governances;
   </div></li>
  <li>
   <div>
     Supports cross function people initiatives (Culture, Ei&amp;D, etc.) by providing a clear data strategy, working with HR leaders to define metrics, monitor progress, and support action plans towards achieving the priorities;
   </div></li>
  <li>
   <div>
     Leads employee engagement and experience regular survey analysis and reporting including designing questions to measure targeted initiatives;
   </div></li>
  <li>
   <div>
     Leads data governances across HR and puts in place processes needed to ensure consistent reporting aligned to data standards and ethics requirements;
   </div></li>
  <li>
   <div>
     In collaboration with data owners across HR, enhances HR effectiveness by building a knowledge sharing hub for enabling a more data driven culture;
   </div></li>
  <li>
   <div>
     Develop and maintain appropriate benchmarks with other organizations;
   </div></li>
 </ul>
 <div></div>
 <div>
   Workforce Planning:
 </div>
 <ul>
  <li>
   <div>
     Lead headcount planning in partnership with Finance, HRBPs, to set and manage quarterly headcount targets across the business.
   </div></li>
  <li>
   <div>
     Conduct supply and demand analysis, business scenario planning, and forecasting.
   </div></li>
  <li>
   <div>
     Understand and advise how external labor market trends (AI, etc.) will stand to change the workforce required in the future.
   </div></li>
  <li>
   <div>
     Support the identification of critical future organizational competencies, roles and ways of working.
   </div></li>
  <li>
   <div>
     Partner with senior leaders to understand and address the changing nature of work and related capabilities required for the future at PSP.
   </div></li>
  <li>
   <div>
     Forecast future talent needs and the availability of right talent to address business needs.
   </div></li>
  <li>
   <div>
     Establish a regular cadence and process for refreshing and refining workforce plans; roll-up and share outcomes/action plans with relevant stakeholders.
   </div></li>
 </ul>
 <div></div>
 <div>
   WHAT YOU’LL NEED
 </div>
 <div></div>
 <ul>
  <li>
   <div>
     Education level: A graduate degree in a Quantitative field of study (Finance, Economics, Mathematics, etc.). MBA or Masters in relevant field of study is preferred;
   </div></li>
  <li>
   <div>
     Experience: A minimum of 8+ years of experience in HR or consulting with responsibilities in program management leading cross functional teams;
   </div></li>
  <li>
   <div>
     Ability to recognize synergies &amp; bridge gaps and to work collaboratively &amp; cultivate meaningful relationships with colleagues;
   </div></li>
  <li>
   <div>
     Excellent analytical &amp; problem-solving skills and the ability to simultaneously manage multiple priorities;
   </div></li>
  <li>
   <div>
     Ability to synthetize and document ideas and insight for executive level and navigate through ambiguous and evolving environment;
   </div></li>
  <li>
   <div>
     Ability to lead a team directly and/or indirectly through managing transversal projects.
   </div></li>
  <li>
   <div>
     Bilingualism: English and French (frequent interactions in English with PSP employees based in our offices in Hong Kong, London and New York, and interactions in French with employees in our local offices in Montreal and Ottawa)
   </div></li>
 </ul>
 <div></div>
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   We offer a tailored employee experience and competitive total rewards and benefits package* designed to attract and retain global diverse talent, reward performance, and reinforce business strategies and priorities. Beyond salary and incentive pay eligibility, you have access to:
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  <li>
   <div>
    <br> Investment in career development
   </div></li>
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     Comprehensive group insurance plans
   </div></li>
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     Competitive pension plans
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     Unlimited access to virtual healthcare services and wellness programs
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     Gender-inclusive paid family leave policy: up to 26 weeks for primary caregivers, 5 weeks for secondary caregivers
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     Vacation days available on day one with additional days on milestone service anniversaries, and summer Friday afternoons off
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     A hybrid work model with a mix of in-office and remote days
   </div></li>
 </ul>
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 <ul>
  <li><br> <i>Benefits package may vary based on your employee type.</i></li>
 </ul>
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  <i> At PSP, we aim to provide an inclusive workplace where we leverage diversity and where everyone feels valued, safe, respected and empowered to grow. As part of this leadership commitment, we strongly encourage applications from all qualified applicants and strive to offer an inclusive and accessible candidate experience. If you require any accommodation for any part of the recruitment process, please let us know.</i>
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   Visit us on 
  <div>
   www.investpsp.com/en/
  </div>
 </div>
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PSP Investments

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