What future-ready HR leaders know about strategic workforce planning
Strategic workforce planning has emerged as a top priority for CHROs due to the increasing volatility of the global business environment.
With AI automating tasks at an unprecedented rate and labor market conditions fluctuating, the ability to forecast and prepare for workforce needs has become a critical differentiator. According to the World Economic Forum’s Future of Jobs Report 2025, 39% of core job skills will change by 2030, while 85% of employers plan to prioritize workforce reskilling. Despite these significant shifts, research suggests that only 36% of organizations have a structured workforce planning strategy, leaving many unprepared for the evolving labor market.
“On average workers can expect that two-fifths (39%) of their existing skill set will be transformed or become outdated over the 2025 – 2030 period” – World Economic Forum, Future of Jobs Report 2025
The roundtable provided a platform for CHROs to share experiences, build connections, and explore the strategies required to ensure their organizations remain agile and future ready. The discussion was rich and insightful, underscoring both the challenges and opportunities in workforce planning today. It was clear from the conversation that those who take a data-driven, skills-based approach to workforce planning will gain a competitive advantage, while organizations that fail to do so risk falling behind in the war for talent.
“Skills gaps in the labor market are the primary barrier to business transformation” – World Economic Forum, Future of Jobs Report 2025
Key Takeaways
1. External pressures are reshaping workforce strategies:
CHROs highlighted economic uncertainty, geopolitical instability, and AI-driven job transformations as top concerns. These factors demand a proactive approach to talent planning.
2. AI and analytics are becoming essential tools:
Many organizations are integrating AI-driven predictive analytics into workforce planning, yet challenges remain around implementation and data integration.
3. Skills-based workforce planning is gaining traction:
A shift away from rigid job descriptions toward skills-based hiring and internal mobility is helping businesses optimize talent pools.
4. Reskilling and upskilling require stronger engagement strategies:
While many organizations are investing in training, employee participation remains a challenge. People can be hesitant to commit to training when they don’t see immediate benefits. Embedding learning into career progression frameworks is proving effective.
5. Internal mobility needs cultural change:
Structural barriers and leadership resistance hinder employees from applying for internal roles. Organizations are addressing this by promoting transparency in career progression.
6. Direct sourcing is overtaking traditional recruitment:
Many organizations are reducing agency reliance and investing in internal talent acquisition teams to build proactive talent pipelines.
Overview: The state of strategic workforce planning
Strategic workforce planning (SWFP) ensures businesses have the right talent in place to meet evolving demands. According to the World Economic Forum’s Future of Jobs Report 2025, 39% of core job skills will change by 2030, while 85% of employers plan to prioritize workforce reskilling. Despite this, research suggests only 36% of organizations have a structured workforce planning strategy, highlighting a critical gap.
Effective workforce planning has tangible business benefits. Research by KPMG has found that organizations implementing a structured SWFP approach experience, on average, a 10% reduction in workforce costs, achieved through improved talent allocation, lower turnover, and optimized staffing levels. Similarly, companies with mature workforce planning functions report greater business agility, enabling them to respond faster to market shifts and competitive pressures.
A well-structured SWFP approach also enhances workforce engagement and productivity. According to research by Aptitude, companies that align workforce planning with long-term business strategy see a 14% increase in workforce productivity, primarily due to better alignment between talent supply and demand. Additionally, McKinsey’s global workforce study found that companies leveraging AI-driven workforce planning are 30% more likely to outperform competitors in revenue growth due to smarter reskilling investments and improved internal mobility.
The need for workforce agility is evident. External disruptions—ranging from AI advancements to geopolitical shifts—are accelerating talent shortages and requiring new approaches to workforce planning. However, many organizations struggle with limited HR technology infrastructure, resistance to change, and misalignment between workforce planning and broader business objectives. Organizations that integrate predictive analytics, scenario modeling, and direct sourcing into their workforce planning strategies are far better positioned to anticipate future talent needs and mitigate risks.
Key Themes from the Roundtable
1. External Influences Impacting Workforce Planning
- Economic instability is affecting workforce retention and hiring budgets.
- AI and automation are reshaping job roles, necessitating targeted reskilling.
- Geopolitical shifts are creating barriers to global talent mobility.
“One challenge we’re seeing is nationalism in workforce regulations. Some countries are restricting the number of international workers we can hire, which impacts talent pipelines.” – CHRO participant
2. Embedding Workforce Planning into Business Strategy
- HR must be positioned as a strategic partner, not just an operational function.
- Business leader engagement is critical to workforce planning decisions.
- Data-driven planning is essential to securing executive buy-in. Businesses need to invest in appropriate technology systems and the integration of data systems to ensure the right quality of data is used for workforce planning.
“We’re pushing a data-driven approach, where HR can show the ROI of workforce investments. Predictive analytics and AI are helping us build stronger cases for proactive hiring and reskilling.” – CHRO participant
3. Workforce Skills & Talent Gaps
- Skills taxonomies are gaining importance to map workforce capabilities but there is a lack of awareness of refined and useful taxonomy systems.
- AI-powered assessments help identify hidden talent within organizations.
- Segmenting talent by skills rather than job titles is improving workforce flexibility.
“We found employees with technical skills in non-technical roles, allowing us to upskill instead of hiring externally.” – CHRO participant
4. Future Skills Strategy: Planning for 2030
- Key skills identified for 2030 included AI & data literacy, problem-solving and critical thinking, human leadership (especially empathy and influence) commercial acumen, digital transformation skills, resilience, and customer-centric thinking.
- Organizations are shifting from role-based planning to skills-based planning, including succession planning.
- Some companies are launching AI academies to build internal AI literacy.
- Effectively engaging leaders in future skills strategy is key – they need to be brought on the journey and support colleague mobility.
“AI is changing how we define “human skills.” Creativity, leadership, and emotional intelligence are becoming more valuable.” – CHRO participant
5. Reskilling & Upskilling Challenges
- Employee reluctance to participate in training remains a challenge.
- Career progression frameworks linked to upskilling improve engagement.
- AI-driven learning platforms are helping personalize development plans.
- It can be helpful to think of a career honeycomb rather than a career ladder. People won’t always be going “up” and need to think laterally about skills development.
“People engage more when they see upskilling as a pathway to promotion rather than an obligation.” – CHRO participant
6. AI’s Growing Role in Workforce Planning
- AI is streamlining talent acquisition, reducing reliance on recruitment agencies.
- Predictive analytics enable scenario planning and workforce forecasting.
- Concerns around job security require careful change management.
“AI-driven workforce analytics are helping us anticipate talent gaps before they become crises.” – CHRO participant
Conclusion
The CHRO Roundtable reinforced that strategic workforce planning is no longer optional—it is essential. AI, economic uncertainty, and skills shortages are driving a shift toward data-driven, skills-based workforce strategies. Organizations that invest in predictive analytics, proactive talent planning, and cultural change initiatives will be best positioned for the future.
At Senovis, we are committed to supporting CHROs in navigating these challenges. Through peer-to-peer engagement, evidence-based insights, and collaborative research, we help HR leaders drive meaningful change in their organizations.
References
Get in touch
"*" indicates required fields