Sr. Workforce Planning Manager

Job description

Job responsibilities

• Own the headcount planning program end to end. Run our planning cycles from both directions, bottoms-up from the business and tops-down from leadership, then consolidate into one plan that holds up to scrutiny.
• Partner with our engineering and program leadership to turn program demand signal into role-level headcount needs, so the plan reflects what we actually have to build rather than a generic growth curve.
• Work side by side with Finance to cost the plan, reconcile it against budget, and produce a single forecasted headcount picture that everyone works from.
• Hand that plan cleanly to Recruiting Operations so approved roles land in our systems as requisitions recruiters can act on, with the data structured well enough to report on.
• Program manage the recurring monthly cadence with our embedded People Partners and Recruiting Leads, including how program and assignment tagging gets reconciled and loaded, so we can see our workforce by program and…
• Partner with Workplace Services as our footprint expands, so hiring plans and physical capacity are planned together rather than discovered out of sync.
• Drive the change management. Build the cadence, the intake, the artifacts, and the communications that make this a program people rely on, and keep raising the bar on it each cycle.
• Bring structure and visibility to leadership. Know the status of the plan at any moment, flag risk early, and make the tradeoffs legible to executives making the call.

Job requirements

• 7+ years of experience spanning management consulting or a similar structured problem-solving environment, plus time in-house where you owned a program and lived with the results.
• Exceptional stakeholder management. You build credibility fast with senior leaders, you can hold a line without damaging the relationship, and you understand the nuance of influencing people who do not report to you…
• Strong project management fundamentals. You work from a plan, you drive to dates, you manage dependencies across functions, and nothing quietly falls through the cracks.
• Real change management experience. You have rolled out a process that changed how people work, and you have handled the resistance, the adoption gap, and the comms that go with it.
• Comfort with planning data and financial mechanics. You can build and pressure-test a workforce model, reconcile it against a budget, and explain the delta in plain language.
• Executive-grade communication. You can write the one-pager that gets a decision made and run the meeting where it happens.
• High adaptability. You are energized by shifting scope, and you bring structure to ambiguity rather than waiting for it to be handed to you.