Sr. Mgr, Strategic Planning - Workforce Planning (IC)

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time. Role Summary The Senior Manager, Workforce Planning leads core workforce planning, hiring governance, and reporting routines for G&A to ensure staffing decisions are aligned to business priorities, financial forecasts, and operational needs. This role drives planning discipline, strengthens workforce governance, and leads cross-functional processes that improve visibility, consistency, and confidence in headcount management. The role also partners closely with leadership and key stakeholders to support reforecasting, staffing model alignment, workforce-related projects, and adoption of workforce planning processes. Key Responsibilities Workforce management projects and process adoption (30%) •Lead workforce management projects for G&A •Partner with the ACS Workforce Management team to support workforce system implementation and process adoption •Identify issues, recommend adjustments, and drive follow-through on agreed actions Workforce planning, reporting, and governance (30%) •Lead workforce planning reporting across hiring activity, SRC timelines, overtime, per diem, and hiring crosswalks •Ensure reporting is accurate, timely, and actionable for leadership decision-making •Drive planning discipline and governance routines across the G&A Leadership team Bonus administration and colleague visibility (15%) •Lead governance and coordination for OPS bonus administration, including documentation, tracking, and alignment with leadership expectations •Support visibility to open positions across G&A, including promotional opportunities, to strengthen colleague awareness and engagement Financial reforecasting and headcount management (15%) •Lead support for quarterly financial reforecasting by documenting variances and drivers of change from budget to forecast and forecast to forecast •Develop and maintain rationale for incremental headcount requests, including associated risks and planning implications •Partner with leadership to ensure productivity savings and value realization targets are reflected in forecast and budget planning Hiring process oversight and staffing model management (10%) •Oversee hiring activity through the SRC process for the supported organization •Ensure headcount is accounted for in forecast or pre-attrition planning and SRC updates are maintained with clear rationale for leadership review •Drive consistency in staffing models and role alignment across teams, including productivity and time study re-evaluation Education & Essential Qualifications •Bachelor’s degree required, or equivalent work experience •5-7+ years of strong workforce planning, headcount management, and hiring governance experience. •3-5+ years of financial reforecasting, track variances, and connect staffing decisions to budget and business needs. •Advanced Excel proficiency, strong analytical and reporting skills, with the ability to translate workforce and operational data into clear, actionable insights for leadership •Strong problem-solving, decision-making, project management and critical thinking skills •High attention to detail, sound judgment, and strong accountability in managing sensitive workforce processes Preferred Qualifications •Familiarity with healthcare payer operations, including Grievance & Appeals, Utilization Management, Claims, Provider Operations. We support a hybrid work environm