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Workforce Strategist Jobs in Indiana (NOW HIRING)

Johnson & Johnson

Manager, TA

Warsaw, IN · On-site +1

Analyze workforce data and market trends to develop actionable talent acquisition strategies and hiring plans. * Oversee and coach recruiters and/or team members, fostering capability building and ...

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Workforce Strategist information

What is a workforce strategist?

A Workforce Strategist is a professional who analyzes an organization's workforce needs, designs strategies to align talent with business goals, and implements plans to optimize employee performance and engagement. They use data-driven methods to forecast future staffing requirements, address skill gaps, and support organizational change. Workforce Strategists often collaborate with leadership, HR, and other departments to ensure the company has the right people with the right skills at the right time.

How does a workforce strategist typically collaborate with other departments to align talent planning with organizational goals?

A Workforce Strategist works closely with HR, department leaders, and senior management to ensure that talent initiatives support overall business objectives. This collaboration often includes conducting workforce analyses, forecasting future talent needs, and developing strategies for recruitment, retention, and upskilling. Regular meetings and cross-functional projects help ensure that workforce plans are responsive to changing organizational priorities. Successful strategists are proactive communicators who bridge gaps between various teams to create cohesive, actionable workforce plans.

What are the key skills and qualifications needed to thrive as a workforce strategist, and why are they important?

To thrive as a Workforce Strategist, you need strong analytical skills, knowledge of labor market trends, and experience in workforce planning, often supported by a degree in human resources, business, or a related field. Familiarity with data analytics tools, HRIS platforms, and workforce modeling software is typically required. Exceptional communication, strategic thinking, and stakeholder management are crucial soft skills for influencing organizational direction. These skills enable effective alignment of talent strategies with business goals, ensuring organizations remain competitive and future-ready.

What is the difference between Workforce Strategist vs Workforce Analyst?

AspectWorkforce StrategistWorkforce Analyst
Required CredentialsBachelor's degree in HR, Business, or related field; experience in strategic planningBachelor's degree in HR, Business, Data Analytics, or related field; strong analytical skills
Work EnvironmentStrategic planning teams, HR departments, executive meetingsData analysis teams, HR departments, operational units
Employer & Industry UsageUsed in HR, corporate strategy, and talent managementCommon in HR, analytics, and operational roles across industries
Common Search & Comparison IntentUnderstanding strategic HR roles and planningAnalyzing workforce data and trends

The main difference between a Workforce Strategist and a Workforce Analyst lies in their focus. The Workforce Strategist develops long-term talent plans and aligns workforce initiatives with business goals, while the Workforce Analyst interprets data to inform HR decisions. Both roles require similar educational backgrounds but serve different functions within organizations.

What are popular job titles related to Workforce Strategist jobs in Indiana?

For Workforce Strategist jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Workforce Strategist jobs in Indiana look for?

The top searched job categories for Workforce Strategist jobs in Indiana are:

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Cities in Indiana with the most Workforce Strategist job openings:

Workforce Strategist jobs near you

Stellantis & Samsung JV - StarPlus Energy Chief Human Resources Officer

Kokomo, IN • On-site

Stellantis
IT Services
Learn more about Stellantisexternal

Full-time

Medical, Retirement, PTO

Re-posted 9 days ago

Stellantis rating

7.5

Company rating: 7.5 out of 10

Based on 131 frontline employees who took The Breakroom Quiz

Job description

Stellantis is seeking a Chief Human Resources Officer (CHRO) to provide strategic HR leadership for StarPlus Energy, the joint venture between Stellantis and Samsung SDI. Located in Kokomo, Indiana, StarPlus Energy produces advanced lithium-ion battery cells and modules that support both electric mobility and the rapidly expanding stationary energy storage market. As StarPlus Energy evolves into a diversified energy solutions provider, the CHRO will play a critical role in building the organizational capabilities, workforce strategies, and leadership culture required to support growth across both transportation and energy storage applications. This role sits at the center of a transformative partnership and offers the opportunity to help position StarPlus Energy as a leading provider of energy solutions.
The Chief Human Resources Officer will be responsible for leading and directing all human resources functions within the company and is a member of the JV management team that participates in c-level meetings as part of the overall JV management. The position reports to the Chief Executive Officer of the JV and within Stellantis to the Battery Joint Ventures PMO. This individual is responsible for ensuring the company attracts, develops, and retains top talent while fostering a productive, compliant, and high-performance work environment. The Chief HR Officer plays a key role in shaping the company's culture, enhancing employee engagement, and aligning HR practices with the operational goals of the business to support growth and innovation in the industry.
Key Responsibilities:
  • Lead the development and implementation of the HR strategy to align with the facility's business objectives and growth plans.
  • Responsible for establishing effective Human Resources and personnel management policies, including talent and performance management, labor relations, employee engagement, training and development, workforce planning, compensation and benefits and disciplinary structures.
  • Partner, collaborate, and build productive working relationships with Samsung and Stellantis leadership to address workforce challenges and ensure operational effectiveness.
  • Develop and manage employee benefit programs, including retirement and savings plans, health care, group insurance and vacation policies.
  • Establish fair and competitive compensation plans to attract and retain talent and align to overall company objectives.
  • Develop and implement talent acquisition and workforce planning strategies to address current and future talent needs, aligning with production schedules, capacity expansion, and technological advancements in the battery manufacturing sector.
  • Foster a positive, inclusive, and performance-driven work culture, ensuring high levels of employee engagement and retention.
  • Lead the implementation of performance management and training programs to ensure alignment with company goals, enhancement of employee skills, and to drive continuous improvement across the workforce.
  • Oversee labor relations activities in the unionized environment, including resolution of conflicts to maintain positive labor-management relations.
  • Ensure compliance with all applicable labor laws, and industry standards related to vehicle battery manufacturing.
  • Provide regular reports to the executive leadership team on HR programs such as recruitment progress, training impact, employee satisfaction, attrition rates and labor cost management.

Basic Qualifications:
  • Bachelor's degree in human resources, business administration, or a related field required.
  • Minimum 15 years of progressive Human Resources experience, including at least 5 years in a senior HR leadership role supporting a large-scale manufacturing, industrial, automotive, energy, or technology organization.
  • Demonstrated experience leading all facets of HR, including labor relations, talent management, workforce planning, compensation and benefits, leadership development, organizational design, and employee engagement while fostering accountability, collaboration, and high performance.
  • Proven success partnering with executive leadership teams to align workforce strategies with business objectives and operational priorities.
  • Significant experience supporting a unionized workforce, including collective bargaining agreement administration, labor-management relations, grievance resolution, and workforce negotiations.
  • Strong working knowledge of U.S. employment law, labor law, wage and hour regulations, and compliance requirements.
  • Experience utilizing workforce analytics, labor cost management, retention metrics, and organizational effectiveness measures to drive business decisions.
  • Proven ability to build organizational culture and alignment across multiple parent organizations, balancing diverse stakeholder interests while maintaining a strong independent company identity

Preferred Qualifications:
  • Master's degree in human resources, business administration, or a related field required.
  • Senior HR leadership experience within a joint venture, strategic partnership, wholly owned subsidiary, or matrixed multinational organization.
  • Experience operating within a global manufacturing environment and partnering across multiple cultures, regions, and business entities.
  • Demonstrated success building HR infrastructure, policies, programs, and culture for a newly established or rapidly expanding organization.
  • Experience supporting electric vehicle, battery manufacturing, advanced technology, energy, semiconductor, chemical processing, or other highly technical manufacturing operations.

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