Job Summary We are seeking a Workforce Architect to partner with business units in shaping a forward-looking talent agenda that enables performance today and positions the business for the future, with scope scaled to defined business areas. This role works with business leaders to develop actionable strategies for how work gets done, how talent is deployed, and how workforce choices support performance, productivity, and risk management.

The Workforce

Architect brings strong analytical rigor and a developing strategic perspective—leading core analyses while contributing to framing decisions and trade-offs. This role is both hands-on and consultative: responsible for building models, scenarios, and materials that inform decisions, while working with leaders to translate insights into action. Success depends on the ability to get into the details (data, assumptions, drivers, and implications), synthesize findings into clear recommendations, and build credibility through well-structured, data-driven insights.

Essential Job Functions

Partner with business leaders to develop and shape workforce and talent strategy aligned to business priorities and performance goals

Maintain a forward-looking view of the workforce for assigned areas, identifying emerging trends, risks, and opportunities

Analyze workforce structure, capacity, and skills, identifying opportunities to improve performance and efficiency

Build scenario models to explore workforce options and support decision-making across near- and mid-term horizons

Translate enterprise workforce frameworks into practical applications tailored to business context

Surface insights from workforce data and diagnostics, converting complex information into clear, actionable recommendations

Advise leaders on workforce implications of hiring decisions, restructuring, and capability requirements





Partner with Finance, Workforce Analytics, Talent Acquisition, and Compensation to ensure alignment of data, assumptions, and decisions

Promote consistent and disciplined use of workforce tools and approaches

Develop clear materials that frame workforce insights in a way that supports leader decision-making Requirements Education Requirements Bachelor's degree required.

Experience Requirements 2-3 years of experience solving complex business problems and driving strategy-to-execution in roles such as product, operations, business line leadership (e.g., business insurance), marketing, management consulting, strategy, or FP&A; within complex organizations. Demonstrated experience partnering with senior leaders on workforce or operating-model decisions.

Special Skill

Requirements / Additional Qualifications Strong analytical capability, including workforce analytics, forecasting, scenario modeling, and interpretation of external labor market trends

Ability to influence without authority, building credibility and alignment across functions and business units leveraging empirical and qualitative data and expertise-based perspective

Clear, concise communicator with strong storytelling skills;

experience developing materials for senior leadership

Experience modernizing or improving workforce or planning approaches using data, automation, or contemporary tools

Solid business and financial acumen, with an understanding of workforce economics, productivity drivers, and cost trade-offs

Comfortable operating in ambiguity, while forcing clarity to advise leaders in navigating complex, future-oriented decisions

High degree of intellectual curiosity and emotional intelligence

Experience with Excel, Power BI, and Workday is a plus

Experience with org design, capacity planning, and strategic workforce planning is a plus

📌 FBS Workforce Architect Associate (México)
🏢 Capgemini
📍 México