Senior Director: Enterprise Workforce Planning Transformation

Location: North Ryde, NSW, Australia; onsite

Company

hirify.global is a global technology and gaming company focused on talent, market-leading products, and innovation.

What you will do

• Define and implement a future-state workforce planning operating model across Finance, P&C, business units, corporate functions, and enterprise data and analytics.
• Redesign the full workforce planning cycle, covering strategic demand, budgets, forecasts, reporting, and executive decision-making.
• Lead the transformation roadmap, governance, benefits tracking, process standardisation, and adoption of new planning methods.
• Deliver consolidated headcount forecasts, workforce budgets, labour cost analysis, and scenarios for growth, efficiency, restructuring, acquisitions, and organisational redesign.
• Develop workforce planning dashboards, reporting, self-service analytics, data governance, and executive insights using automation, AI-enabled tools, and advanced analytics.
• Lead and mentor the Workforce Planning Manager and Finance Analysts while partnering with Finance, P&C, executives, and regional centres of excellence.

Requirements

• At least 12 years of experience across Finance Transformation, FP&A, Workforce Planning, Analytics, or related roles in complex global organisations.
• Experience leading enterprise transformation programs from current-state assessment and future-state design through implementation, governance, and benefits realisation.
• Strong financial analysis, data analysis, strategy execution, workforce planning, headcount forecasting, and labour cost management skills.
• Experience redesigning planning processes, operating models, governance structures, decision forums, and change adoption programs.
• Experience with planning tools, dashboards, self-service reporting, and data governance, including Anaplan, Workday, TM1, D365, Power BI, or similar platforms.

Culture & Benefits

• Opportunity to lead a high-impact enterprise transformation across a global technology and gaming business.
• Pay-for-performance compensation philosophy based on individual impact.
• Potential eligibility for annual bonuses and incentives, depending on role and location.
• Potential access to health and wellbeing benefits, paid time off, retirement plans, insurance, and local statutory benefits.