Senior Manager, Workforce Planning Platform

Us-TxRemotesenior

OtherPlatform

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Quick Summary

Key Responsibilities

running reliable planning cycles, expanding adoption, and shaping a roadmap that enables evolving workforce decisions.

Requirements Summary

This job requires a U.S. Person. A U.S. Person is a lawful permanent resident as defined in 8 U.S.C. 1101(a)(20) or who is a protected individual as defined by 8 U.S.C. 1324b(a)(3). U.S. citizens, U.

Technical Tools

OtherPlatform

2026-09-29

United States of America

US-TX-REMOTE

Remote

Requirements

~1 min read

This job requires a U.S. Person. A U.S. Person is a lawful permanent resident as defined in 8 U.S.C. 1101(a)(20) or who is a protected individual as defined by 8 U.S.C. 1324b(a)(3). U.S. citizens, U.S. nationals, U.S. permanent residents, or individuals granted refugee or asylee status in the U.S. are considered U.S. persons. For a complete definition of “U.S. Person” go here. https://www.ecfr.gov/current/title-22/chapter-I/subchapter-M/part-120/subpart-C/section-120.62

Typically requires: A University Degree or equivalent experience and minimum 10 years prior relevant experience, or An Advanced Degree in a related field and minimum 7 years experience
Experience in workforce planning, business planning, or functional ownership of a planning platform within a complex organization.
Experience with Workday Adaptive Planning and working knowledge of workforce demand and supply, headcount and FTE, forecast cycles, planning assumptions, reconciliation, scenarios, and staffing decisions.
Experience defining requirements, prioritizing functional roadmaps or backlogs, leading user acceptance testing, and improving adoption across stakeholder groups.

Experience with Workday HCM, workforce data integration, and planning system implementation.
Experience supporting a new implementation assignment, including business discovery, requirements definition, and stabilization.

Learn More & Apply Now

Please ensure the role type defined below is appropriate for your needs before applying to this role. This position is classified as:

None/Not Required

Not Required

At RTX, the world's largest aerospace and defense company, 185,000 great minds are united by purpose and inspired to make a difference solving the world’s most complex problems. With our three market leading businesses, world-class operations and investments in research and development, we offer capabilities and opportunity no one else can. Together, we push the boundaries of known science and find new ways to connect and protect our world. Join us and help shape the future of aerospace and defense.

We are hiring two senior individual contributors who will each serve as the functional Workforce Planning platform owner for a distinct business unit. One role will support an established Workday Adaptive workforce planning environment, while the other will lead the business side of a new implementation and ultimately become the functional owner of that platform. Although the paths differ, both positions share the same long-term responsibilities: running reliable planning cycles, expanding adoption, and shaping a roadmap that enables evolving workforce decisions.

Responsibilities

~1 min read

→Serve as the functional owner for the workforce planning platform of your assigned business unit, managing its roadmap and ensuring alignment with business planning needs.
→Lead the monthly workforce planning cadence and annual planning calendar, including planning assumptions, reconciliation, demand and supply updates, and business signoff.
→Translate user needs into functional requirements and acceptance criteria, prioritize the business backlog, and collaborate with HR digital technology on configuration, integrations, testing, and releases.
→Establish and maintain a platform and planning capability roadmap, balancing planning cycle reliability, new capabilities, user experience, and enterprise standards.
→Drive functional testing engagement, business acceptance, and the resolution of recurring data, process, and performance issues.
→Expand adoption of the platform by additional functions and planner groups through rollout planning, training, and ongoing support.
→Connect near-term planning outputs with longer-range workforce decisions to enhance organizational strategy.
→Share reusable practices and improvements across business units while addressing justified differences in their planning needs.
→For the new implementation assignment: Partner with the overall Workforce Planning Program Manager, business WFP lead and our implementation partner on business discovery, functional requirements development and fit-to-standard decisions, testing, and planner readiness. Transition to functional ownership of the instance post-launch.