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Workforce Strategy Jobs in Massachusetts (NOW HIRING)

IANS

Senior Manager of Organization Design

Boston, MA · On-site

Build workforce plans that translate the CPO's strategic direction into concrete talent and capability plans * Own scenario modeling that informs hiring priorities, organizational investments ...

IANS

Senior Manager of Organization Design

Boston, MA · On-site

Build workforce plans that translate the CPO's strategic direction into concrete talent and capability plans * Own scenario modeling that informs hiring priorities, organizational investments ...

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Workforce Strategy information

What is the difference between Workforce Strategy vs Workforce Planning?

AspectWorkforce StrategyWorkforce Planning
FocusLong-term talent and organizational goalsShort-term staffing needs and resource allocation
CredentialsStrategic management, HR, business acumenHR, analytics, operational skills
Work EnvironmentCorporate, HR departments, executive levelHR teams, operational units
UsageDeveloping policies, aligning workforce with business strategyForecasting staffing needs, scheduling

Workforce Strategy focuses on aligning talent management with long-term business goals, while Workforce Planning concentrates on immediate staffing needs and resource allocation. Both are essential HR functions but serve different timeframes and objectives within an organization.

What are examples of workforce strategies?

Workforce strategies are plans organizations use to align their human resources with business goals, such as talent acquisition, employee development, succession planning, and diversity initiatives. These strategies often involve workforce analytics, training programs, and flexible scheduling to improve productivity and retention.

What does a workforce strategist do?

A workforce strategist analyzes an organization’s staffing needs and develops plans to align workforce capabilities with business goals. They use data, industry trends, and strategic planning skills to improve talent acquisition, retention, and workforce development, often utilizing tools like HR analytics and workforce planning software.

What cities in Massachusetts are hiring for Workforce Strategy jobs?

Cities in Massachusetts with the most Workforce Strategy job openings:

Workforce Strategy jobs near you
Infographic showing various Workforce Strategy job openings in Massachusetts as of September 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution.

Director, Talent & Workforce Strategy

Bridgewater, MA • On-site

Scorpion Therapeutics
51 - 200 employees
Learn more about Scorpion Therapeuticsexternal

$177K - $242K/yr

Other

Posted 12 days ago

Job description

About The Role

The Director, Talent & Workforce Strategy shapes and leads Insmed’s enterprise approach to talent management processes, including talent reviews, succession planning, organizational design, and strategic workforce planning as the company evolves toward a future-focused skills-based approach.

What You’ll Do / Responsibilities
  • Own enterprise talent management processes (talent reviews, succession planning, critical role identification), evolving them into continuous, data-enabled conversations integrated with business planning.
  • Drive Strategic Workforce Planning (SWP) with FP&A, conducting supply/demand and scenario analyses to surface capability risks, trade-offs, and long-term workforce needs.
  • Assess and integrate emerging workforce trends, including AI impact and evolving work models, into talent and workforce strategy.
  • Enable leaders and HR partners with clear communications, toolkits, and guidance for talent, skills-based, and workforce planning adoption.
  • Partner with People Analytics and People Operations to use dashboards and predictive insights for workforce capacity, capability, and risk decisions.
  • Cultivate cross-functional partnerships (HR, Finance, business leaders) to embed skills into career frameworks, role architecture, and workforce decisions (internal mobility, external hiring, alternative talent models).
Qualifications / Skills
  • Bachelor’s degree in HR, Organizational Development, Business, Industrial/Organizational Psychology, or related field.
  • Minimum 10 years HR experience; 5–8+ years in talent management, workforce planning, OD, or HR business partnership (pharma/biotech experience a plus).
  • Experience designing novel talent system/process approaches.
  • Background leading/supporting SWP (scenario planning, skills-based forecasting).
  • Strong org design knowledge (job/role architecture, team design, capability frameworks).
  • Experience implementing AI-driven talent solutions.
  • Strong analytical skills; translate data into insights and action plans.
  • Strong consulting, facilitation, and communication; influence leaders at all levels.
  • Experience with Workday or similar HRIS.
  • Ability to manage/coach/develop direct reports; attention to detail; confidentiality.
Travel Requirements
  • Domestic travel ~5–10%.
Where You’ll Work
  • Hybrid (Bridgewater, NJ office); remote most of the time with in-person collaboration as needed.
Pay Range
  • $177,000.00–$242,000.00 annual.
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