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The Boeing Company has an exciting opportunity for a Senior Workforce Strategy Specialist to join our team in Plano, TX; Berkeley, MO; Everett, WA; Hazelwood, MO; Kent, WA; North Charleston, SC; Renton, WA; or Seattle, WA.

The Senior Workforce Strategy Specialist is the connective tissue between organizational data and strategic decision-making in support of the Information Digital Technology & Security (IDT&S) People & Culture strategy, which centers on our most critical asset: the people who enable our organization to run and deliver on our strategy successfully.

This role owns adaptive workforce planning, headcount forecasting, and the analytics infrastructure that enables the Workforce Strategy & Programs team to operate with credibility and precision across IDT&S. The Workforce Strategy Specialist provides strategic guidance to staffing planners, who are responsible for the Strategic Workforce Planning (SWP) data entry and on-the-ground workforce intelligence within their respective organizations.

The role translates workforce data into forward-looking narratives that inform leadership hiring decisions, aligns workforce plans to strategy initiative timing, long-range business plan cycles, and advances the organization's move toward skills-based workforce planning.

This role partners directly with senior leaders, Human Resources (HR) and Finance business partners to ensure workforce investments are grounded in data and aligned to business priorities. This position is about ensuring we have the right people, with the right skills and values, in the right roles at the right time.

Position Responsibilities:

• Lead workforce planning analytics and reporting by developing dashboards and data insights, visualizations, and executive-summary information on headcount, attrition, open roles, internal mobility, and early career program outcomes (e.g., interns and Career Foundational rotational program), enabling leadership to understand talent pipeline health and development opportunities

• Own and continuously improve the SWP model and supporting tools, including headcount forecasting, scenario planning, and supply/demand analysis across IDT&S

• Establish and enforce data governance standards and review processes to ensure data quality, consistency, and integrity across divisions and planning processes

• Provide strategic guidance to staffing planners, enabling them to perform SWP data entry and workforce intelligence activities with a clear understanding of long-term organizational goals

• Analyze workforce trends and translate findings into actionable recommendations related to skills gaps, attrition patterns, pipeline health, and workforce investments to inform leadership decisions

• Partner with HR, Finance and business leaders to align workforce plans with budget cycles, organizational changes, and initiative timing, ensuring end-to-end forecasting accuracy

• Maintain and evolve the IDT&S skills taxonomy in alignment with the technical strategic skills framework and the evolving job family architecture, tracking proficiency across priority technical domains, updating coverage data as assessments are completed, and surfacing emerging skill gaps

• Build and maintain the data infrastructure and tools needed to support scalable, reliable workforce planning and reporting

BasicQualifications (Required Skills/Experience):

• 10+ years of experience in workforce planning, HR analytics, people operations, or a related field

• 5+ years of executing strategic workforce planning strategies

• 3+ years of experience using a Strategic Workforce Planning tool such as Workday Adaptive Planning, Anaplan or similar

• 3+ experience do you have in Business Intelligence/data analytics tools (Microsoft Power BI, Dashboards, SQL, Tableau, etc.)

• 3+ years of experience in one or more HR business domain platforms, technologies, associated integrations/ interfaces and production support (i.e. HRIS/HRMS, Workday, Learning & Development systems, People Reporting & Analytics, etc.)

• 3+ years of experience analyzing data to extract insights for strategic decision-making and planning

• 3+ years of experience in a role that required the ability to structure ambiguous business data into meaningful, insightful information

Preferred Qualifications (Desired Skills/Experience):

• Experience supporting a large technology and security organization

• Experience with skills-based workforce planning or workforce transformation programs

• Experience with large-scale transformation initiatives

• Experience in consulting, strategy, or program management

• Experience with job architecture and skills taxonomy design

• Experience with scenario planning or adaptive planning methodologies

• Experience with organization design or headcount governance processes

• Experience with strong written and verbal communication

• Experience in presenting complex data clearly to non-technical stakeholders

• Experience partnering with Finance and HR teams to perform labor cost analysis and financial planning, ensuring workforce investments align with budget cycles and organizational priorities

• Experience leading and partnering with cross-functional teams, involving key stakeholder relationship management

Conflict of Interest:

Successful candidates for this job must satisfy the Company's Conflict of Interest (COI) assessment process.

Drug Free Workplace:

Boeing is a Drug Free Workplace where post offer applicants and employees are subject to testing for marijuana, cocaine, opioids, amphetamines, PCP, and alcohol when criteria are met as outlined in our policies.

Pay & Benefits:

At Boeing, we strive to deliver a Total Rewards package that will attract, engage and retain the top talent. Elements of the Total Rewards package include competitive base pay and variable compensation opportunities.

The Boeing Company also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health insurance, flexible spending accounts, health savings accounts, retirement savings plans, life and disability insurance programs, and a number of programs that provide for both paid and unpaid time away from work.

The specific programs and options available to any given employee may vary depending on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.

Pay is based upon candidate experience and qualifications, as well as market and business considerations.

Summary pay range: $146,200 - $211,600

Language Requirements:

Education:

Relocation:

Export Control Requirement:

Safety Sensitive:

Security Clearance:

Visa Sponsorship:

Contingent Upon Award Program

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