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This role can be based in a primary Energy & Utilities office as listed or remote in the United ... Develop strategies for Asset Investment Planning (AIP) using tools like IFS Copperleaf to enhance ...

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Remote Strategic Workforce Planning information

What is remote strategic workforce planning?

Remote Strategic Workforce Planning involves developing and implementing strategies to ensure an organization has the right number of people, with the right skills, in the right roles, working remotely. This process includes analyzing workforce data, forecasting future staffing needs, and aligning talent management practices with business goals. The remote aspect emphasizes managing distributed teams and leveraging digital tools to support a flexible and efficient workforce. Strategic workforce planners collaborate with leadership and HR to address talent gaps, succession planning, and remote work policies. This role is critical for organizations aiming to stay competitive in a rapidly changing, remote-friendly business environment.

What are the key skills and qualifications needed to thrive as a remote strategic workforce planning professional?

To thrive in Remote Strategic Workforce Planning, you need expertise in data analysis, workforce modeling, and human resources strategy, typically supported by a degree in HR, business, or a related field. Familiarity with HRIS systems, workforce analytics platforms, and advanced Excel or data visualization tools is often required. Strong communication, problem-solving, and collaboration skills are crucial for aligning stakeholders and driving remote initiatives. These capabilities are vital for designing agile talent strategies that support organizational goals in a distributed work environment.

What is the difference between Remote Strategic Workforce Planning vs Remote Workforce Analyst?

AspectRemote Strategic Workforce PlanningRemote Workforce Analyst
Primary FocusDeveloping long-term workforce strategies aligned with business goalsAnalyzing workforce data to support HR and operational decisions
Required SkillsStrategic planning, HR knowledge, data analysis, forecastingData analysis, reporting, HR systems, Excel skills
Work EnvironmentCollaborative, cross-departmental, often involves senior leadershipData-driven, analytical, often within HR or operations teams
Common UsageUsed by HR strategists, workforce planners, senior HR rolesUsed by HR analysts, data specialists, operational teams

Remote Strategic Workforce Planning focuses on creating long-term workforce strategies to meet future business needs, while Remote Workforce Analysts analyze current workforce data to inform immediate HR decisions. Both roles require analytical skills, but strategic planning emphasizes forecasting and alignment with business goals, whereas workforce analysis centers on data interpretation and reporting.

How does a remote strategic workforce planning professional collaborate with cross-functional teams to align workforce strategies with organizational goals?

Remote Strategic Workforce Planning professionals often work closely with HR, finance, and department leaders through virtual meetings, collaborative platforms, and shared analytics tools. They play a central role in gathering input from various departments to forecast talent needs, identify skill gaps, and develop actionable workforce plans that support business objectives. Regular check-ins, transparent communication, and data-driven presentations are crucial for ensuring alignment and buy-in across the organization, even in a fully remote environment.
What are the most commonly searched types of Strategic Workforce Planning jobs in California? The most popular types of Strategic Workforce Planning jobs in California are:
What are popular job titles related to Remote Strategic Workforce Planning jobs in California? For Remote Strategic Workforce Planning jobs in California, the most frequently searched job titles are:
What job categories do people searching Remote Strategic Workforce Planning jobs in California look for? The top searched job categories for Remote Strategic Workforce Planning jobs in California are:
What cities in California are hiring for Remote Strategic Workforce Planning jobs? Cities in California with the most Remote Strategic Workforce Planning job openings:
Remote Strategic Workforce Planning jobs near you
Infographic showing various Remote Strategic Workforce Planning job openings in California as of August 2026, with employment types broken down into 67% Full Time, and 33% Part Time. Highlights an 100% Remote job distribution.

Strategic HRBP, Corporate Functions

Envista Holdings Corporation

Brea, CA • On-site, Remote

Full-time

Medical, Dental, Vision, Retirement

Posted 4 days ago

Envista Holdings rating

8.7

Company rating: 8.7 out of 10

Based on 13 frontline employees who took The Breakroom Quiz

Job description


Job Description:

The Strategic HR Business Partner (HRBP) serves as a trusted advisor to senior leaders within Corporate Functions of Envista and other enterprise support organizations. This role partners with business leaders to develop and execute people strategies that drive organizational effectiveness, talent outcomes, employee engagement, leadership capability, workforce planning, and business performance.

The future incumbent acts as a strategic consultant, leveraging data-driven insights to align talent initiatives with enterprise objectives while fostering a high-performance, inclusive, and values-based culture.

Key ResponsibilitiesStrategic Business Partnership
  • Partner with executive and functional leaders to understand business priorities and translate them into people strategies.
  • Serve as a trusted advisor on organizational design, workforce planning, talent management, succession planning, and change management.
  • Drive organizational effectiveness initiatives that enable business growth, productivity, and operational excellence.
  • Provide strategic counsel regarding leadership team effectiveness and culture transformation.
Talent Management & Succession Planning
  • Lead talent review and succession planning processes across corporate functions.
  • Identify critical talent gaps and develop strategies to build leadership pipelines.
  • Coach leaders on performance management, talent assessment, and career development.
  • Partner with Talent Management and Learning teams to implement development solutions aligned with business needs.
Organizational Design & Change Leadership
  • Support organizational restructuring, operating model design, and team effectiveness initiatives.
  • Lead change management efforts associated with organizational transformations, mergers, acquisitions, technology implementations, and process improvements.
  • Assess organizational health and recommend actions to improve engagement and performance.
Workforce Planning & Analytics
  • Utilize workforce metrics and people analytics to identify trends, risks, and opportunities.
  • Partner with leadership to forecast workforce needs, capability requirements, and talent investments.
  • Develop and monitor key HR metrics, including retention, engagement, diversity, productivity, and organizational health.
Employee Relations & Performance Management
  • Provide guidance on complex employee relations matters while ensuring compliance with company policies and employment laws.
  • Partner with Legal and Compliance teams on sensitive investigations and risk mitigation.
  • Drive a culture of accountability through effective performance management practices.
  • Coach leaders on difficult conversations, conflict resolution, and employee engagement.
Culture, Engagement & Inclusion
  • Champion initiatives that strengthen employee experience, engagement, inclusion, and belonging.
  • Partner with leadership to reinforce company values and desired leadership behaviors.
  • Support employee listening strategies and action planning based on engagement survey results.
  • Drive programs that enhance organizational culture and employee retention.
HR Program Leadership
  • Partner with Centers of Excellence (Talent Acquisition, Total Rewards, Learning & Development, DEI, HR Operations) to implement enterprise HR programs.
  • Ensure successful deployment of compensation, performance, talent, and leadership initiatives.
  • Influence enterprise workforce and talent strategies through active participation in HR leadership discussions.

Job Requirements:

Required
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
  • 8+ years of progressive HR experience, including significant HR business partnering experience.
  • Experience supporting senior leaders and corporate functional organizations.
  • Strong business acumen and ability to align HR strategies with business objectives.
  • Demonstrated success in organizational design, talent management, and change leadership.
  • Strong analytical and problem-solving capabilities.
  • Excellent consulting, influencing, coaching, and stakeholder management skills.
  • Knowledge of employment law and HR best practices.
  • Must reside within a commutable distance to Brea, CA. This is not a hybrid or remote opportunity.
Preferred
  • Master's degree in Human Resources, Organizational Development, or MBA.
  • SHRM-SCP, SPHR, or equivalent certification.
  • Experience in complex, global, matrixed organizations.
  • Experience supporting executive-level leadership teams.

#LI-CY1
IND123

Target Market Salary Range:

Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.

$135,400 - $165,500

Operating Company:

Corporate

Envista is a global leader in the dental industry, uniting more than 30 trusted brands-including DEXIS, Kerr, Nobel Biocare, and Ormco-under one mission: partnering with dental professionals to improve patients' lives. With a heritage of category-defining innovation, our brands have shaped modern dentistry: Nobel Biocare introduced the first dental implant, Ormco is a pioneer in both traditional and digital orthodontics, DEXIS has long been at the forefront of 2D, 3D and intraoral imaging, and Kerr has supported clinicians for over 135 years. Our high-performing culture is underpinned by our CIRCLe Values and the Envista Business System. Guided by these, we deliver a comprehensive portfolio of technologies, consumables, and services that empower clinicians to provide confident, efficient care-today and for the future. Learn more at http://envistaco.com.

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The "EEO is the Law" poster is available at: http://www.dol.gov/ofccp/regs/ compliance/posters/pdf/eeopost.pdf.

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate. Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes. An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening. Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.

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