Talent Acquisition Planner - Planning & Strategy

About the Role

Every part of the business needs someone who knows its hiring picture cold and can turn that into a plan. That is this role. You are the embedded planning partner for an assigned scope, running its demand and capacity picture and producing the read that goes up into the enterprise view. The work sits between the analytics and the business. You own the numbers for your scope: the demand, the capacity against it, and where the plan is going to miss. You also own what happens next. That means the conversation with the stakeholders behind the numbers, the process or operational change that follows, and the systems-level fix so the same problem is not back next month. The output is a decision, not a report. 

That scope is not always a single division. Depending on the instance it is one division, a pair of divisions covered together, a Platform team with its adjacent groups, or a region. The work is the same in each case; what changes is how many business lines and hiring managers sit inside it. For readability the rest of this description says “your division” as shorthand for your assigned scope.

This role may be filled at the IC4 (Senior) or IC5 (Staff) level, depending on the selected candidate's experience, skills, and qualifications as assessed through our interview process. The compensation ranges above/below correspond to their respective levels. Final level, title, and compensation will be determined based on the candidate's demonstrated experience and the specific needs of the business at the time of offer. For readability the rest of this description says “your division” as shorthand for your assigned scope.

What You'll Do

Divisional Demand, Capacity & Planning (~80%)

• Run the Divisional Plan: Operate the headcount planning and capacity model for your division on the central methodology. Track approvals, update scenarios, manage change control, and keep leadership on a current reliable view.
• Model Capacity Against Demand and Produce the Roadmap: Maintain a live view of recruiting capacity (productive recruiters, ramp, hires per recruiter per month) against incoming demand. Produce your division's rolling three-month capacity roadmap showing demand, approved capacity, gap, decision needed and date. This is the input that rolls into the enterprise view.
• Run Demand Intake: Operate the framework for how business lines in your division submit, justify and prioritize hiring needs. Turn disparate requests into one source of truth.
• Drive Prioritization: Sequence your division's demand against constrained capacity, with a data-backed rationale for why: revenue impact, contract milestones, single-point-of-failure roles, ramp dependencies.
• Run Your Division's Monthly Hiring Check-In and Own SLA Burndown: Program manage your division's section of the monthly hiring check-in end to end, covering capacity against demand, productivity, funnel health and SLA compliance. Own SLA burndown for your division.
• Partner With Planning & Analytics for Your Division: Be the divisional counterpart on recruiting and delivery analytics (funnel velocity, capacity and demand, scorecards, the Juno BI platform) and on talent quality and market analytics as they apply to your division (quality of hire, candidate and hiring-manager experience, geo talent density). Be fluent in Juno Recruiter Allocation for your division rather than rebuilding it in a spreadsheet, help your hiring managers and TA leads read it themselves, and run the feedback loop on data gaps and mapping issues back to them.
• Know Your Division Cold and Surface Signals Early: Programs, contract milestones, hiring managers, market dynamics, upcoming needs. Proactively raise what you are seeing rather than waiting for it to become someone's escalation.
• Arm Your TA Leader: Your divisional TA leader should never walk into a business review without a capacity story you built, one that connects hiring progress to business outcomes and proposes options rather than surfacing problems.

Function and Program Contribution (~20%)

• Feed the Enterprise View: Connect your divisional signals back into the broader planning framework so the cross-divisional picture is coherent.
• Use the Standard: Operate on the shared methodology, models and reporting cadence rather than building a parallel approach for your division.
• Improve the System: Where the standard does not fit your division's reality, say so and help fix it centrally rather than working around it.
• Report International Movement: Report international movement affecting your division to the Head of Global TA Planning & Strategy. Country tier changes, new in-country demand, and the capacity needs that follow. International expansion is part of your division's demand picture, not a separate track, so it lands in your plan on the same methodology as domestic demand.
• Own TA Market Mapping for Expansion Asks: When the business is evaluating a new site, a facility expansion or a new country for your division, own the TA read. Talent density and competitor presence in the market, realistic hiring ramp, wage and level implications, and the recruiting capacity it would take to staff it. Real estate and expansion decisions get made on cost and proximity. Your job is to put the talent picture in the room before the decision, not after it.
• Lead Assigned Projects: Act as planning SME on projects touching your division, process improvements, system enhancements, reporting maturity.

Who You Are

You are a planner with recruiting instincts who is comfortable being the person who always knows the number. You have carried a pipeline before, so you can tell when a plan will not survive contact with the market.

Most of all, you are clever. Not credentialed, clever. You are handed a messy, half-documented problem and you find the path forward. When the obvious answer does not work you do not stop, and you do not wait to be told where to look for the signal. You can tell what matters from what is noise, and you turn incomplete information into a recommendation.

Required Qualifications

• 6+ years of professional experience with a foundation in talent acquisition (minimum 3 years as a practicing recruiter or recruiting leader) plus experience in planning, operations, strategy, or analytics.
• Demonstrated ability to build structure in genuinely ambiguous situations, where the process did not exist and the data was incomplete.
• Strong data skills: proficient in Excel or Google Sheets, capable of maintaining and extending a headcount and capacity model and explaining what moved.
• Experience operating a recurring planning, reporting or demand intake process.
• Able to translate analysis into a short, decision-ready narrative for leadership.
• Strong slide craft: able to turn a capacity picture into a handful of executive slides that carry the recommendation on the page rather than in an appendix, and that hold up when they are read without you in the room.
• Understanding of the recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) well enough to catch an infeasible plan.
• Experience influencing stakeholders who do not report to you.
• Comfort operating with high autonomy and making prioritization calls with limited guidance.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

Preferred Qualifications

• Experience in BizOps, FP&A or Strategy and Ops in addition to a TA background.
• Experience in a matrixed or divisional org where planning means aligning stakeholders with different incentives.
• Familiarity with HRIS (Workday, ChartHop), ATS (Greenhouse), and BI or analytics platforms.
• Exposure to the DivOps or BizOps embedded partner model.
• Defense, aerospace or other program-driven hiring environment.

US Salary Range 147000 - 243000 USD