This position is full‑time, on‑site in Richmond, Virginia, and collaborates closely with the Talent Acquisition and Human Resources departments.
SUMMARY:
The People Operations Specialist Business Partner plays a key role in supporting data-driven workforce strategy by delivering actionable insights, analytics, and forecasting. This role partners closely with HR, Finance, Talent Acquisition, and business leadership to develop headcount projections, analyze labor and compensation trends, and align workforce plans with organizational goals and budgetary constraints.
This position is responsible for building and maintaining workforce reporting tools and dashboards, enabling enhanced visibility into staffing trends, labor costs, and workforce performance. The Workforce Planning Specialist also supports recruiting analytics, compensation benchmarking, and offer development, ensuring accurate and competitive hiring practices across assigned areas.
Leaders:
Leaders are expected to create a safe work environment through implementation and commitment to the Safety & Health - Vision, Values and Mission and the Safety Principles of Conduct. Promote safety by following company and site safety policies and procedures, responding to safety non-conformance by coaching to correct behaviors and encouraging and support employees by attending employee safety meetings and recognition of safe behaviors.
SAFETY AND ENVIRONMENTAL:
All employees are expected to act in a safe manner at all times and ensure that those around them do not put themselves or others at risk. Everyone is personally accountable for his/her own safety as well as their co-workers.
Safety and health is a shared responsibility of everyone in the organization and a condition of employment. We value and expect engagement out of all employees.
Co-workers share the responsibility for doing the right thing for the
environment and carrying out the stewardship principles addressed in our Environmental Policy. We will provide the resources necessary to implement this policy, and management will conduct periodic reviews to ensure its ongoing effectiveness.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Note: Must follow all work rules and policies
· Design, maintain, and enhance workforce dashboards and reports by integrating data from HR, timekeeping, and related systems
· Support workforce planning and forecasting by developing headcount projections and scenario models aligned with business and financial goals
· Partner with Finance, HRIS, HR, and business leaders to align workforce strategy with budgets and operational needs
· Maintain knowledge of job structures and role requirements to ensure accurate workforce modeling and analysis
· Forecast headcount, labor costs, and compensation impacts, providing data-driven insights to support planning decisions
· Collaborate with Talent Acquisition to deliver recruiting analytics, including hiring trends, demand planning, and time-to-fill metrics
· Conduct compensation and market analysis using survey data and benchmarks to support competitive and informed hiring decisions
· Prepare and generate employment offer letters, ensuring accuracy, compliance, and appropriate approvals
· Provide reporting and insights to support staffing decisions, workforce growth, and organizational effectiveness
· Ability to manage multiple priorities and deadlines in a fast-paced environment
· Maintains confidentiality and handles sensitive employee and compensation data appropriately
· Supports continuous improvement of workforce analytics and reporting capabilities
· Perform other duties as assigned
QUALIFICATIONS:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and Experience
· Bachelor’s degree in Human Resources, Business Administration, Finance, Data Analytics, or a related field (or equivalent experience)
· 3–5+ years of experience in workforce planning, HR analytics, compensation analysis, or a related HR/finance function
· Experience working with HRIS systems and workforce data tools
· Experience with workforce planning tools or advanced analytics platforms
· Familiarity with compensation survey data and market pricing methodologies
· Background supporting budgeting, financial planning, or headcount modeling
Required Knowledge, Skills, and Abilities
· Strong analytical and data modeling skills, including workforce forecasting and scenario planning
· Proficiency in reporting and dashboard tools (e.g., Power BI, Tableau, Excel advanced functions)
· Experience integrating and analyzing data from multiple systems (HR, timekeeping, financial systems)
· Solid understanding of compensation structures, benchmarking, and labor cost analysis
· Ability to translate complex data into meaningful insights for business leaders
· Strong attention to detail and accuracy, especially related to compensation and employment documentation
· Knowledge of job architecture, role design, and organizational structures
· Collaboration skills with cross-functional partners including HR, Finance, HRIS, and Talent Acquisition
· Effective communication skills, both written and verbal
LANGUAGE SKILLS
Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.
REASONING ABILITY:
Ability to apply commonsense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to handle problems involving several concrete variables in standardized situations.
A large portion of the decision-making and problem solving related to testing is established by test procedures. Supervision is governed by company policies and rules, government regulations and expertise garnered by experience and consultation with superiors and human resources. The application of devices, equipment and test procedures to new products requires adaptation of thought and the ability to change perspective.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job the employee is regularly required to stand, walk, talk and hear. The employee is frequently required to use hands to finger, handle, or feel; reach with hands and arms; climb or balance; and sit, bend, stoop, twist, kneel, squat, or crawl. The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds, and occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This position works in both a general office environment and a plastics manufacturing environment with exposure to noise, moving machinery and applicable hazards. The noise level in the work environment is usually moderate to quiet.
Pay: $90,000.00 - $120,000.00 per year
Benefits:
- 401(k) matching
- Health insurance
- Paid time off
- Retirement plan
Work Location: In person
