Addressing Talent Gaps & Digitalisation

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Head of Workforce Planning

There was pressure to expand IT’s digital capabilities for both internal operations and customer-facing process automation while containing costs.
IT faced challenges recruiting the required skills to respond to the changing demand.
A push for digitalisation, driven by automation and AI, created demand for reskilling to retain critical talent.
Workforce planning was limited to granular, position-level plans, making it difficult to develop a long-term strategic plans.

Transition workforce planning from short-term, operational efforts, to a strategic 5+ year perspective.
Improve alignment across workforce supply, demand & cost.
Build flexibility, optimising the balance between full-time and contingent labour.
Address regional workforce gaps and plan shifts from current geographic hubs.
Redesign work allocation so internal teams can focus on strategic priorities, and external workforce on peak workloads and non-core tasks.

Within 4 months, they transformed their workforce planning process, identifying actionable insights and delivering 5+ years of strategic forecasting:

Integrated the organisation’s job taxonomy and full organisational data into Orgvue
Structured planning around job families, business units, and employment types (full-time vs. contingent)
Demand: Forecast workforce needs considering budget constraints, with a target of 80:20 full-time to contingent workforce
Supply: Modelled attrition rates to track declining workforce supply over time
Gap analysis: Identified surpluses and deficits over the next 5+ years, simulating future hiring needs and automating hiring plans
Built a capability framework in Orgvue, enabling teams to work strategically while still managing operational details effectively