Future Workforce Lead

Please note this is an OD vacancy and only impacted colleagues who are at risk or placed in a pool will be considered for this role. If you are at risk or in a pool, you will be asked to confirm this in the application process. 

Applications from candidates who are not at risk or in a pool will be declined at this stage. The role may be re-advertised in future as a standard vacancy open to all internal candidates. 

Role title:  Future Workforce Lead

Function: CPSO People Hubs

Number of reports: 

Work level: WL4

Role Summary

This role exists to ensure Co-op has the ability to get work done well, both now and in the future, through workforce capabilities. It does this in 2 main ways: (a) through enterprise-level strategic workforce planning; and (b) through building internal people infrastructure (eg talent management processes) to support it. It is an architect role for mechanisms such as our skills-based transformation and a connector and influencer role between Technology, Change and People for our approach to automation, AI and humans in a changing world of work. It also leads a team who ensure that we drive a positive employee and manager experience of Oracle (our strategic HCM system) across key parts of the talent lifecycle.  

Key Responsibilities

• To work closely with teams or programmes responsible for the definition of Co-op Group’s Target Operating Model to translate required needs into future -fit strategic work force plans, by   defining enterprise workforce demand arising from strategy, operating model evolution, productivity ambitions, automation and AI adoption.
• To ensure that Co-op’s People function is driving a progressive work agenda that meets a changing world of work, driven by things such as agentic AI and workforce changes in the UK from eg socio-political or economic factors 
• To lead on workforce transformation programmes that enhance the ability for Co-op to get work done well, such as skills-based organisation transformation 
• To lead on strategic workforce planning at an enterprise level, assessing demand vs supply, identifying capability, capacity and skills gaps and recommending solutions (build / buy / borrow / bot) to mitigate risk or maximise opportunity. 
• To use external insights, industry and sector knowledge and internal insights to proactively guide and influence decision making about the future workforce at enterprise level, identifying any enterprise workforce risks, capability constraints or implications such that they are explicit in strategic decision making by others. 
• To build AI readiness in our workforce working closely with Talent & Skills specialists, Technology & Data teams and People Leadership teams
• To connect People & Technology teams and strategies, bringing together a coherent plan that ensures we have a robust approach to future work that is grounded in Co-op’s values and ethics 
• To lead an effective and high performing team of people, developing and growing their capability and careers at Co-op 
• To ensure that our HCM, Oracle, enables our People Strategy goals – working closely with the HCM Tech & Data team 
• The role holder will autonomy to make recommendations to senior leaders, based on insights and a thorough understanding of Co-op, about strategic plans 
• They will have delegated budget authority from the Head of Talent & Skills as required for specific programmes of work 
• This role will horizon scan over a 5 year horizon period, with planning and delivery in the 2-3 year period 
• Planning for some of the team led by this role holder will be more operational so the role holder must be able to think short term operation and long term strategy 
• The role holder will have significant input into, and influence over, the strategic direction of People-related activity linked to future work models and transitions.
• This is an influential role requiring influence across the organisation at a senior level – including but not limited to People Leadership Team, Chief Digital & Information Officer and its senior leadership team. 
• The role holder will need to be externally well networked and utilise this to bring in thought leadership
• The role holder will work with multiple functions across the organisation, with key senior stakeholders in Tech & Data (including enterprise architecture) and People (particularly Organisational Development & Design and People Delivery teams)

• There is a requirement to both influence and enable stakeholders to enable good outcomes, including the proactive management of change and transformation. 

  Knowledge, Skills, Experience

• The role holder may have to create business cases for investment of budget, time or other resources in order to deliver strategic workforce plans
• Experience working in complex, enterprise-level programme delivery with competing stakeholder priorities
• Organisational Development & Design 
• Talent Management or Strategic Workforce Planning