Workforce Planning Program Manager

Workforce Planning Program Manager7-Eleven is an iconic family of brands with over 86,000 locations, surpassing every retailer in the world. We revolutionize convenience, restaurants and fuel through cutting edge innovation — working hard to be the customer's first choice. 7-Eleven empowers our employees to 'activate awesome' and make a meaningful impact in their stores and communities every day. If you're ready to grow, lead and make a difference, come join our team and help shape the future of convenience.The Workforce Planning Program Manager leads key programs, governance processes, and system-enabled practices that support enterprise workforce planning across Field and Store Support Center populations. This position is responsible for driving alignment between approved workforce plans, Workday position data, Adaptive Planning capabilities, organizational structures, reporting outputs, and business decision-making.This role serves as a subject matter expert and strategic advisor on workforce planning processes, position management, organizational structure, workforce data integrity, and headcount planning. As a subject matter expert, the Workforce Planning Program Manager will partner closely with Workforce Planning, HRIS, HR Business Partners, Compensation, Talent Acquisition, and business stakeholders to evaluate workforce requests, identify plan impacts, recommend solutions, and drive consistent governance.The ideal candidate combines strong analytical capability, systems knowledge, business judgment, and process improvement skills. This role will help build workforce planning as an enterprise capability by leading cross-functional workstreams, improving planning processes, enhancing reporting and dashboards, and developing scalable practices that support organizational effectiveness and data-driven workforce decisions.Key Duties and ResponsibilitiesLead the development, refinement, and ongoing governance of workforce planning processes, tools, reporting routines, and documentation standardsEvaluate position requests, backfill requests, organizational changes, and HRBP or business requests to assess alignment with approved workforce plans and identify potential impactsDrive recommendations, analysis, and escalation support for requests or changes that may impact workforce plans, organizational structures, headcount assumptions, or planning governanceCreate and maintain positions in Workday alignment with approved workforce plans, position management standards, and organizational planning principlesReview Workday position and organization data to identify misalignments, risks, data quality issues, or opportunities to improve workforce planning accuracyAs subject matter expert, advise HRIS on supervisory organization updates, manager reporting changes, and related Workday organizational structure activities as a result of Workforce Planning activitiesDevelop and recommend improvements to Workday position management, supervisory organization structure, open position management, and workforce data integrity processesAnalyze workforce data to identify trends, gaps, risks, inconsistencies, and opportunities for improved planning, governance, and organizational effectivenessBuild, manage, and enhance Workday reporting needs related to workforce planning, position management, supervisory organizations, organizational structure, and workforce plan alignmentDrive the continued expansion of Adaptive Planning for workforce planning, including data validation, report enhancements, dashboard improvements and maintenance, process integration, and planning use casesPartner with Compensation and Finance-facing partners to provide headcount-related inputs, workforce assumptions, and data needed to support financial impact analysis and ongoing scenario planningTranslate complex workforce data and planning insights into clear summaries, recommendations, and decision-support materials for HR, business partners, and executive-level decision supportLead ad hoc analyses and special projects related to workforce planning, organizational structure, position management, headcount planning, and talent strategyEducation and ExperienceEducation: Bachelors/4 Yr Degree in Human Resources, Business Administration, Data Analytics, Finance, Information Systems, or related field preferredYears of Relevant Work Experience: 5+ yearsYears of Management Experience: N/ACertifications / Licenses: Relevant Workday/Adaptive certifications a plusSpecific Knowledge and Skills:Advanced proficiency in Microsoft Excel, including pivot tables, formulas, data validation, reporting tools, and dashboard or tracker creationWorkday reporting experience requiredWorkday Position Management experience requiredExperience with Adaptive Planning or similar workforce or financial planning tools preferredExperience with HR information systems, position management, organizational structures, or workforce data requiredDemonstrated experience leading programs, projects, process improvements, or cross-functional initiativesExperience building, maintaining, and managing dashboards or recurring reporting packagesStrong analytical skills with ability to interpret workforce data, identify discrepancies, and summarize findings clearlyStrong attention to detail and ability to work with high-volume, accuracy-sensitive dataAbility to manage recurring processes, track requests, document decisions, and follow through on detailsStrong communication skills with ability to explain complex data, process issues, recommendations, and workforce planning impacts to HR, business partners, and senior leadersAbility to partner effectively across Workforce Planning, HRIS, HR Business Partners, Compensation, Finance, Talent Acquisition, and business stakeholdersClear understanding of how workforce decisions impact headcount, labor cost, budget alignment, and organizational planningAbility to work through ambiguity and design scalable processes in a growing workforce planning functionContinuous improvement mindset with ability to identify and implement opportunities for greater efficiency, consistency, and data accuracyThis job description is intended to describe the general nature and level of the work being performed by the individuals assigned to this job. This is not an exhaustive list of all duties and responsibilities. Management reserves the right to amend and change the duties and responsibilities of this job to meet business and organizational needs, as necessary.