Talent Intelligence Collective Podcast

Episode 43: David Edwards — Cracking the Code on Strategic Workforce Planning David Edwards has spent decades transforming strategic workforce planning from organisational afterthought into boardroom priority. Currently Head of Workforce Planning at Ericsson and founder of consultancy Dark Artistry, he's built SWP functions inside global enterprises including NatWest, where he created an internal mobility programme that saved over 500 roles from redundancy. His forthcoming book, The Strategic Workforce Planning Handbook (Kogan Page, January 2026), has earned endorsements from Dave Ulrich and David Green. In this conversation, he challenges conventional thinking about what SWP actually is—and crucially, what it isn't. What We Cover Why SWP Remains Reactive—and How to Change That Edwards argues that for most organisations, SWP is still "a reactive process to the setting of budgets." The real opportunity lies in extending the window for workforce preparation—moving from crisis-mode redeployment to proactive talent readiness. At NatWest, this meant identifying at-risk employees months earlier, creating genuine career pathways rather than scrambling at redundancy notices. Planning for Strategic Workforce, Not Whole Workforce One standout from the recent SWP Conference was Roche's methodology: rather than planning for everyone, they focus on workforce segments that are strategically critical right now. Edwards adds a counterintuitive twist—declining workforce segments deserve equal attention, as they represent the talent pool for emerging demand. Workforce Risk as the Underused Lever With CEO tenures averaging seven years and remuneration tied to short-term results, long-term workforce stewardship gets squeezed out. Edwards suggests reframing around risk: "What is the risk the workforce poses to the successful execution of even short-term business strategy?" The £50,000 Question: Reskilling vs Redundancy Financial Services Skills Commission research shows reskilling saves nearly £50,000 per person compared to redundancy-and-rehire cycles. Yet most organisations default to firing. Edwards connects this to mental wellbeing—having been made redundant himself, he's passionate about proving there's a better way. Key Quote "It is not so much planning strategically for the whole workforce, but planning for the workforce which is at this moment in time strategic." Practical Tips for SWP Practitioners Start using labour market data immediately—it creates compelling stories that move business leaders.Build multiple future scenarios rather than one fragile plan.Focus on workforce segments critical to current strategy, including those in decline.Frame workforce challenges as business risk, not HR administration.What David is Working On The Strategic Workforce Planning Handbook publishing 3rd January 2026 (UK)—pre-order at koganpage.com/SWPHLaunching Dark Artistry consultancy offering masterclasses and advisory retainersSpeaking at People Analytics World Zurich (February 2026)About David Edwards David Edwards is Head of Workforce Planning at Ericsson and founder of Dark Artistry Ltd. He previously spent over six years at NatWest building their strategic workforce management capability, and served as Advisory Services Director at Visier. A member of the Workforce Planning Institute's Global Standards Committee, he's a recognised speaker and mental health champion. Resources Mentioned Deloitte Insights: Is It Time to Break Workforce Planning Out of Its Silo?McKinsey: HR's Transformative Role in an Agentic FutureFinancial Services Skills Commission: Research on reskilling cost savingsRoche and Sade Benjamin (American Airlines): SWP Conference presentationsAs ever—big thanks to our sponsors: https://lightcast.io