Manager of Workforce Planning

Overview

Manager of Workforce Planning. Monmouth University is seeking applications for a Manager of Workforce Planning in the Department of Human Resources. This role leads institution-wide workforce planning and position management efforts, reporting to the Associate Vice President for Human Resources. It is an on-site, in-person position at Monmouth University Main Campus, West Long Branch, NJ.

The position involves aligning staffing strategies with the University's mission, academic priorities, enrollment trends, and financial sustainability. The role serves as a strategic partner to campus leaders, using data, analysis, and consultation to ensure the right workforce structure to support current and future needs. Applications are to be submitted via the university career portal with required documents listed below.

• Workforce Planning & Strategy:
  Lead the development and execution of short- and long-term workforce planning strategies aligned with institutional goals and strategic plans.
• Recruitment coordination:
  Act as consultant and resource to identify and recruit a qualified, diverse workforce for faculty, staff and administrative positions; coordinate all recruitment activities including developing, updating and maintaining job descriptions, postings and advertisements; screen resumes.
• Analyze workforce trends to identify staffing gaps, succession risks, and future talent needs across academic and administrative units.
• Support organizational planning initiatives, including restructuring, program growth, and operational efficiency efforts.
• Manage full cycle recruitment from job description development to onboarding; develop marketing strategies and define roles and responsibilities of the employment team to ensure effective and efficient recruitment lifecycle while minimizing cost per hire.
• Lead and manage the development and implementation of onboarding, employee engagement, talent management and retention programs.
• Conduct exit interviews/offboarding including distribution of surveys, collection of University property and providing information regarding remaining wages, COBRA, and more.

• Oversee workforce data analysis, including headcount, vacancies, turnover, demographics, and forecasting.
• Prepare dashboards, reports, and presentations for HR leadership, senior administrators, and campus stakeholders.
• Ensure the accuracy and integrity of workforce and position data within HR systems.

• Manage position management processes, including position creation, reclassification, and workforce approvals.
• Consult with division/department leaders on workforce design, staffing models, and role alignment.
• Partner closely with Finance to support informed workforce decisions.
• Administer and support the performance management process, including goal setting, evaluations, and documentation.
• Guide managers and employees through performance review cycles, ensuring consistency and timeliness.
• Maintain accurate performance records in HRIS systems in accordance with company policy.
• Provide coaching to managers on effective feedback and performance improvement strategies.

• Apply knowledge of unionized environments, collective bargaining agreements, and shared governance structures when conducting workforce planning and position analysis.
• Ensure workforce planning practices align with labor agreements, institutional policies, and applicable employment laws.

• Supervise, mentor, and support one direct report, providing guidance and opportunities for professional development.
• Collaborate with HR colleagues in a small, team-oriented office to integrate workforce planning into broader HR initiatives.
• Participate in cross-campus committees and working groups related to staffing, budgeting, and strategic planning.

• Oversee and manage all employment verification requests, ensuring accuracy, confidentiality, and timely responses.
• Administer unemployment claims and hearings, including documentation preparation and coordination with state agencies.
• Ensure compliance with federal, state, and local employment and unemployment regulations.
• Serve as primary point of contact for third-party verification vendors and government agencies.

• Bachelor s degree in Human Resources, Business Administration, Public Administration, Higher Education Administration, or a related field.
• PHR, SPHR, SHRM-CP or SHRM-SCP certification.
• Minimum of 5 years  of progressive experience in workforce planning, HR analytics, institutional research, or a related HR function.
• Thorough knowledge of federal and state laws as they relate to HR policies, practices and procedures especially in recruitment and employee relations; ability to handle multiple priorities independently under heavy workloads and peak periods.
• Demonstrated experience using data and analytics to inform workforce or organizational decisions.
• Familiarity with unionized…