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Workforce Planner, APS Level 5 & 6, Chief Operating Officer - ID-4578

About the Department

The Department Of Industry, Science And Resources And Our Broader Portfolio Are Integral To The Australian Government’s Economic Agenda. Our Purpose Is To Help The Government Build a Better Future For All Australians Through Enabling a Productive, Resilient And Sustainable Economy, Enriched By Science And Technology. We Do This By

Growing innovative & competitive businesses, industries and regions
Investing in science and technology
Strengthening the resources sector.

The APS and the department offer a clear direction and meaningful work. You will be able to create positive impact in people’s lives whilst contributing to improved outcomes for Australia and our people.

If you would like to feel a strong connection to your work and you are accountable, committed and open to change, join us in shaping Australia’s future.

Please see the

About The Team

The Workforce Planning, HR Reporting, and Establishment team plays an important role in fostering a high-performance workforce and promoting a culture of evidence-based, data-driven decision-making. This team handles various functions, including establishment management, workforce planning, HR analytics, and reporting. Their efforts enable the department to support economic growth, productivity, and job creation for all Australians.

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The opportunity

Workforce Planners are instrumental in developing and implementing the department's workforce planning strategies and activities. They play a key role in advancing the department's strategic workforce planning function, which includes managing and monitoring initiatives and projects stemming from workforce planning activities. Workforce Planners are essential in guiding the annual operational workforce planning process across the department. They engage and consult with Senior Executives, managers, and other relevant stakeholders to build workforce planning capability.

Additionally, they provide efficient analysis of workforce data to deliver insights and monitor progress against both operational and strategic workforce targets.

What’s in it for you?

As a Workforce Planner, there are several benefits and opportunities that come with the role:

Professional Growth: You'll have the chance to develop and implement workforce planning strategies, which can enhance your strategic thinking and project management skills.

Impactful Work: Your efforts directly contribute to the department's ability to support economic growth, productivity, and job creation, making your work highly impactful.

Collaboration: You'll engage with Senior Executives, managers, and other stakeholders, which can expand your professional network and improve your communication and consultation skills.

Data Analysis: You'll provide analysis of workforce data, which can sharpen your analytical skills and help you deliver valuable insights.

Capability Building: By building workforce planning capability within the department, you'll play a key role in shaping the future workforce and driving organisational success.

Overall, the role of a Workforce Planner offers a dynamic and rewarding career path with opportunities for significant professional and personal development.

Our ideal candidate

The key areas of knowledge, skill, and ability for this position are:

Knowledge of HR policies, practices, and systems combined with an understanding of workforce planning.
HR project and program management skills, ideally at an enterprise-wide level.
Research skills with an ability to analyse and interpret workforce data to inform HR strategy.
Excellent relationship management and stakeholder engagement skills and the ability to bring a customer service focus to the delivery of workforce planning activities.
Well-developed written and oral communication skills, including the ability to explain technical concepts to a non-technical audience.
Effective problem-solving and critical and strategic thinking skills to exercise sound judgment in consideration of immediate and long-term issues.

What you will do

The role/s undertake a variety of activities, being very project driven. Responsibilities could include:

Guiding the workforce planning approach for the Department, coordinating annual workforce planning activities, developing manager capabilities, and ensuring the delivery of quality outcomes that enable the business to operate more strategically in the management of workforce requirements.
Developing and implementing strategies to mature the department’s workforce planning capability and related outcomes, including establishing expectations, scheduling, managing improvement initiatives, and monitoring workforce initiatives.
Providing policy and strategic advice to guide the department’s workforce planning activities and decision-making about workforce strategies, capability requirements, and workforce composition.
Communicating the process and outcomes from the department’s workforce planning approach, including preparing correspondence, infographics, and other communication products.
Driving new ways of working and continuous improvement within workforce planning, HR reporting, and analytics to provide a high-quality, professional, consistent, and cohesive service, working closely with the HR Reporting team to identify workforce data required to support evidence-based business decision-making.
Analysing workforce data to provide insights, monitor progress against strategic workforce targets, and translate into a format tailored to the appropriate audience, providing actionable insights and initiatives that meet business outcomes.
Engaging and consulting with the Senior Executive, managers, and other relevant stakeholders to gain buy-in and support for workforce planning initiatives, along with improving the department’s workforce planning capability.
Maintaining an understanding of the broader labour market and monitoring external developments in policy and practice that may have an impact on the department’s future capability needs and workforce planning activities, researching the external environment to facilitate and align workforce strategies taking into consideration the broader landscape.
Maintaining awareness of the longer-term strategic, political, or operational outcomes for the agency/APS and possible impacts on the work area.