Organisation Design

• Act as custodian of McLaren's organisation design principles, ensuring proposed structures are tested against them before approval rather than after implementation.
• Report the structural measures the principles exist to protect — layers, spans of control, duplicated accountabilities and reporting lines that lengthen communication — and make drift visible over time.
• Provide the modelling and design analysis behind restructures, new functions and operating model changes, supporting the People Business Partners who lead them with the business.
• Build the structural reporting once and automate it, so this is a recurring output rather than a standing analysis task.

Contingent Workforce

• Build and maintain a complete picture of the contractor and agency population: numbers, duration, cost, location, capability and the reason each engagement exists.
• Define the principles for when contingent resource is the right answer — genuine peak, specialist scarcity, time-bound programme — and when it is substituting for a permanent role that should be established.
• Quantify the cost and risk of the current position and build the case for conversion, exit or retention role by role, with Finance and Procurement.
• Bring the contingent population into the same plan, governance and reporting as permanent headcount, so the total workforce is managed as one number.

Analytics, Insight and Capability

• Turn workforce data into practical insight for People and business leaders, covering headcount, vacancies, attrition, workforce cost, location and workforce mix.
• Produce workforce forecasts and scenario models, and track forecast accuracy openly so the models improve cycle on cycle.
• Work with People Systems & Data to automate workforce planning reporting, moving it from retrospective to forward-looking.
• Identify current and future skills requirements through the planning process, and flag capability risk — critical skills, hard-to-recruit capabilities and single points of failure — to Talent, Learning and Talent Acquisition.
• Build the planning capability of People Business Partners and line leaders by coaching them through the method, rather than producing their numbers for them.

What You'll Bring

• Experience in workforce planning, people analytics, headcount planning, financial planning or a related discipline, including building an approach rather than only operating an existing one.
• Strong analytical and numerical capability, with confidence working with large and complex data sets.
• Strong Excel capability and experience producing workforce models, scenarios and reporting.
• Experience working with Finance and People teams on headcount, budget or workforce planning.
• An understanding of organisation design, including spans, layers and structural analysis.
• Exposure to contingent or contractor workforce management and the cost and risk questions it raises.
• The ability to turn data into clear insight and recommendations, and the credibility to hold a position with senior leaders when the evidence does not support the request.
• Good commercial understanding and an appreciation of the relationship between workforce decisions and cost.
• Strong organisation and delivery skills, and comfort operating as a standalone specialist working through others rather than through a team of their own.
• Experience within automotive, engineering, manufacturing or another complex operational environment would be advantageous, as would experience of HR systems and workforce analytics tools.

What We'll Do for You

We offer a wide – ranging benefits package, which includes:

• Structured career development framework
• 25 days’ holiday, plus bank holiday. Annual buy & sell up to five days
• Enhanced company pension scheme
• Discretionary annual bonus award
• Private medical insurance and health cash plan
• Life assurance benefit
• Ability to apply for a sabbatical of up to one year after only two years’ service
• Benefits you can adapt to your lifestyle, such as discounted shopping
• Generous parental leave policies
• A range of wellbeing initiatives, such as employee assistance programme and free financial & mortgage advice

Who Are We?

No restraints. No limitations. We don’t simply push boundaries. We completely rethink them. McLaren Automotive exists to create breath-taking performance road cars.

It takes a community to do what we do. A diverse group of people with many areas of expertise, united by their passion to deliver visionary products and set new benchmarks.

McLaren Automotive commits to equal opportunity for all. Diversity, Equality and Inclusion is at the heart of our impact, it drives our innovation and enables us to truly create something special. Join us on our journey.