Division Talent, Planning & Strategy

What you'll do

• Maintain headcount and recruiting-capacity plans, demand intake, prioritization, and rolling three-month roadmaps; manage monthly hiring check-ins and SLA burndown.
• Translate divisional recruiting data and market signals into decision-ready recommendations for leaders, and connect divisional plans to enterprise planning.
• Improve planning processes and systems; report international hiring needs, assess talent markets for expansion, and lead assigned planning projects.

What they ask for

• 6+ years of professional experience, including at least 3 years as a practicing recruiter or recruiting leader, plus experience in planning, operations, strategy, or analytics.
• Experience operating a recurring planning, reporting, or demand-intake process and building structure in ambiguous situations with incomplete data.
• Proficiency in Excel or Google Sheets and ability to maintain and explain headcount and capacity models; understanding of recruiting lifecycle and capacity math.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities.

Nice to have

• Experience in BizOps, FP&A, or Strategy and Ops alongside talent acquisition; experience in a matrixed or divisional organization.
• Familiarity with HRIS (Workday, ChartHop), ATS (Greenhouse), BI or analytics platforms; exposure to DivOps or BizOps embedded partner model, or defense, aerospace, or program-driven hiring.

Pay

$147,000 — $243,000 USD (base salary)

Tools

Excel, Google Sheets, Juno BI platform, Juno Recruiter Allocation, Workday, ChartHop, Greenhouse