Senior Specialist, Strategic Resource Planning

About the job

POSITION SUMMARY: The Senior Specialist, Strategic Resource Planning is responsible for building and maintaining forward-looking (90 days to 1 year) supply and demand plans across NBD and CBS to protect customer experience while optimizing cost (OPEX/CAPEX) and partner spend. This role translates operational signals into actionable capacity strategies, produces scenarios and financial impact views, and supports workforce evolution initiatives that improve how company plans, staffs, and delivers field services across lines of business and various products. Working in close partnership with Tactical RP, Dispatch/Field Operations, Finance, Product, and Partner teams, the Senior Analyst drives clarity on constraints, trade-offs, and decisions needed to meet service commitments and growth targets. KEY RESPONSIBILITIES: 1. Strategic Supply & Demand Planning (90 days –1.5 Years) • Own integrated demand and capacity outlooks for NBD(Core Portfolio) and CBS(Business Security), including install, repair, and project volume drivers and seasonality. • Develop and maintain planning assumptions (product mix, skills, productivity, travel, overtime, partner availability) and ensure alignment across stakeholders. • Identify emerging supply/demand gaps early; recommend mitigation strategies (hiring, partner sourcing, cross-skilling, rebalancing, prioritization, schedule levers). • Partner with Tactical RP to ensure strategic plans translate into executable weekly capacity settings and operating rhythms. 2. Scenario Modeling & Financial Impact • Build scenario models to quantify the impact of demand changes, productivity shifts, partner mix, and operational policies on NADD/SLA performance and cost. • Translate operational options into financial implications (OPEX/CAPEX/COGS, partner spend, overtime) to support leadership decisions. • Understand and provide guidance on financial cycles. • Support annual/quarterly planning cycles with refreshed forecasts, risks, and investment/efficiency opportunities. 3. Workforce Evolution • Support workforce evolution initiatives that harmonize planning practices across NBD and CBS (e.g., standard capacity governance, skills profiling, shift/on-call planning, and vacation bid impacts). • Develop options and transition plans for leveraging a more flexible workforce (shared capacity, cross-trained skill sets, territory/dispatch alignment, partner vs. internal mix). • Assess system/process gaps that create manual work or non-enforceable capacity controls; define requirements and success measures for improvements. • Create decision frameworks (e.g., prioritization matrices and trade-off rules) to align work intake, service protection, and growth across both lines of business. 4. Performance Reporting & Insights • Produce recurring strategic planning insights and executive-ready summaries on capacity health, risks, and upcoming constraints. • Track forecast accuracy and key planning drivers; continuously improve models, assumptions, and data quality. • Partner with operational teams to identify root causes behind variances (volume, productivity, mix, partner performance) and propose corrective actions. • Enhance AI/Automation through predictive workforce modeling. 5. Interlocks & Enablement • Build alignment & collaborate with Field Operations, Dispatch, Tactical RP, Partner Management, and Finance on priorities, constraints, and execution plans. • Create clear planning artifacts and job aids that enable consistent decision-making and adoption across teams. DAILY, WEEKLY, AND MONTHLY TASKS: Daily: • Respond to ad hoc requests from leadership and cross-functional partners with timely data-driven insights. Weekly/Monthly: • Refresh 90-day+ outlooks (demand, supply, gaps) for NBD and CBS; publish summary risks and recommended actions. • Run scenario refreshes for known events (campaigns, project waves, policy changes, weather/seasonality) and validate assumptions with stakeholders. • Conduct variance reviews vs. plan; update assumptions and document learnings for continuous improvement. • Support workforce evolution workstreams by delivering analysis, options, and transition impacts (skills, territories, schedules, partner mix). • Validate and analyze month end financial actuals and document variance to target, reasons and changes in strategy to be on target. • Provide operational insights in executive format when necessary. Quarterly: • OPEX + productivity analytics - EL OPEX analysis/forecasting and reduction opportunities; YoY AWT ratios by product/district; skills-based capacity insights. • Refresh workforce mapping by Line of Business including internal vs partner mix, roles, and headcount. • Maintain system mapping across Lines of Business. • Maintain Canada-wide technician map (by location; internal + partner). • Provide RFP Support when necessary. KEY DELIVERABLES, PROCESSES & WORKFLOWS: • Integrated demand & capacity planning for a 90-day to 18 month horizon. • Scenario planning and trade-off recommendations (service, growth, cost). • Planning governance (monthly/quarterly reviews, risk & mitigation tracking). • Workforce evolution analysis and requirements definition for process/system improvements. • Scenario models with financial and service impacts. • Executive-ready planning decks and analytics. REQUIRED QUALIFICATIONS: Experience: • 5–7+ years in resource planning, workforce planning, strategy/analytics, operations planning, or a related role in a complex, multi-stakeholder environment. • Experience building forecasts, models, and scenarios using large datasets; demonstrated ability to translate insights into decisions and actions. • Experience influencing cross-functional partners and operating within structured governance and planning cadences.

Requirements

• Strategic Resource Planning
• Supply and Demand Planning
• Scenario Modeling
• Financial Analysis

Preferred Technologies

• Strategic Resource Planning
• Supply and Demand Planning
• Scenario Modeling
• Financial Analysis