Senior Advisor, Workforce Planning

Why WestJet: Every WestJet journey has the potential to enrich lives; a career with us is no exception.  WestJet arrived on the Canadian airline scene in 1996 and changed the industry for the better. We made air travel more affordable for Canadians and now we're going global.    Join us, this is where your career story takes off.     Position Overview  The Senior Advisor, Workforce Planning is responsible for the design, governance, and advancement of workforce planning across WestJet Group’s indirect (Corporate) workforce. This position plays a key role in aligning workforce supply and demand with business, financial, and operational goals through data-driven analysis, forecasting, and actionable planning. This position also plays a key role in designing and governing best practices related to organizational design to ensure our workforce is efficiently structured.     Reporting to the Director, People Planning & Analytics, the Senior Advisor, Workforce Planning will lead the design and implementation of a standardized workforce planning framework, process, tools and governance practices to ensure talent and structure is aligned to WestJet’s corporate strategy and growth plans. This role will partner closely with key stakeholders to embed workforce planning as a core business discipline that drives informed decision-making and organizational agility. As a key integrator, the role ensures workforce planning insights feed into related functions including FP&A, Corporate Planning, Talent Management, Talent Acquisition, People Analytics, and Total Rewards to enable cohesive, data-driven people planning.    This position also plays a central role in post-merger integration activities related to workforce planning and supports the implementation of a modernized HCM (Human Capital Management) system which will further advance workforce planning capabilities.     Key Responsibilities   Design and Institutionalize the Workforce Planning Process & Framework  Establish a structured, enterprise-wide workforce planning process and framework aligned with strategic, operational, and financial goals, including the design and maintenance of the run rate management process and development of design best practices.   Partner with Finance and Corporate Planning to align workforce planning with key planning cycles (e.g., annual business planning and budget cycle) and integrate workforce data with financial forecasts and broader business plans.  Develop forecasting and scenario planning methodologies (e.g., time-based run rate), and data standards (e.g., single source of truth) to support short-, medium-, and long-term workforce demand and supply modeling.  Partner with Talent Acquisition and Talent Management to build a long-term workforce planning capability that anticipates future skills, talent pipeline needs, and labor market trends to ensure sustained organizational readiness.    Governance and Process Stewardship  Develop and lead governance mechanisms to ensure workforce plans are consistent, data-driven, and fully integrated with budgeting, finance, and HR operations.   In partnership with People Analytics and Digital, develop workforce dashboards to enable efficient, real-time access to workforce insights.   Collaborate with Senior HR Business Partners (Sr. HRBPs) and the Group Global Leadership Team (GLT) to build awareness, understanding, and adoption of workforce planning processes and optimal design.   Ensure workforce planning outputs inform and align with related people processes, including talent management, recruitment, learning and development, and total rewards.  Prepare and present workforce planning reports, insights and risks to stakeholders and senior leadership, and conduct regular reviews of organizational design and structure.     Define Workforce Segmentation and Employment Models  Partner with People, Finance, and Procurement to establish enterprise-wide definitions and frameworks for employee types (e.g., full-time, term, contractor) and standardize tracking and reporting mechanisms for each category.  Utilize data-driven insights and monitor trends across each employment model to enable effective workforce planning.     Lead Workforce Integration During Post-Merger or Organizational Change  Lead workforce planning components of post-merger integration and organizational restructuring to enable data driven decision making and process consistency.     Enable the Next-Generation Workforce Planning Function Through HCM Implementation (Dayforce)  Serve as the business lead for workforce planning components of the Dayforce HCM implementation, ensuring system design supports advanced analytics, forecasting, and scenario modeling.  Enhance reporting, data accuracy, and automation to enable proactive, insight-led workforce planning.  Leverage the HCM platform to connect workforce planning with broader HR disciplines, creating a unified, technology-enabled view of workforce supply and future capability needs.    Qualifications    Undergraduate degree / equivalent education or job related experience.   7+ years of experience in workforce planning, HR strategy, and/or business planning roles, ideally within a complex, multi-business-unit organization.  Demonstrated experience building or enhancing enterprise workforce planning processes, tools, or governance frameworks.  Strong analytical acumen with experience using workforce data, forecasting models, and HR systems (Dayforce experience considered an asset).  Excellent interpersonal and communication skills to influence and educate stakeholders at multiple levels. Experience leading workforce components of mergers, integrations, or major organizational change initiatives.      The benefits of being a WestJetter:   WestJet provides all WestJetters with a competitive total rewards package.  On top of that, we offer:    A fun and friendly culture with colleagues who work together to win   Travel privileges for you and your family, effective from your start date Savings and Benefit programs that are flexible to meet your specific needs