Director, Workforce Planning & Organizational Design

Crusoe•Seattle, WA

3d•$215,000 - $255,000

About The Position

Crusoe is seeking a Director, Workforce Planning & Organizational Design to build and lead its enterprise workforce planning capability and help shape how the organization scales. The role partners closely with Finance, People, and business leaders to translate business priorities into workforce plans, investment decisions, organizational structures, and operating models. It covers long-range strategic workforce planning, annual headcount planning, and organizational design to ensure the company has the talent, capabilities, and structures needed to support growth and execution. The Director will advise leaders on talent investment, future workforce needs, and how to structure teams effectively as the company scales. They will establish planning processes, frameworks, and governance that make workforce decisions consistent, data-driven, and financially disciplined. The position works closely with Finance, People Success, Talent Management, Compensation, Recruiting, People Operations, and People Science & Workforce Intelligence, bringing workforce planning and organizational design expertise while supporting clear ownership and accountability.

Requirements

10+ years of progressive experience in strategic workforce planning, organizational design, business strategy, strategic finance, management consulting, or related disciplines, including significant experience advising senior leaders.
Demonstrated experience leading both long-range strategic workforce planning and operational headcount planning in complex, rapidly scaling organizations.
Deep expertise in organizational design and operating models, including structural analysis, organizational effectiveness, governance, and decision rights.
Strong financial and commercial acumen, including the ability to partner fluently with FP&A on budgets, forecasts, workforce costs, and investment trade-offs.
Advanced analytical capabilities in workforce modeling, demand and capacity forecasting, scenario analysis, and evidence-based decision-making.
Experience building scalable planning frameworks, governance, and processes in evolving or ambiguous environments.
Exceptional consulting, influencing, facilitation, and executive communication skills, with the ability to translate complex analysis into clear business recommendations.
A builder's mindset, intellectual curiosity, sound judgment, and ability to move between enterprise strategy, detailed planning, and hands-on execution.

Nice To Haves

Experience in technology, cloud infrastructure, engineering, manufacturing, energy, or other capital-intensive or high-growth environments.
Background in management consulting, corporate strategy, strategic finance, or a sophisticated strategic workforce planning function.
Familiarity with Workday or other workforce and headcount planning tools.
Experience with international workforce planning, location strategy, M&A, or organizational integration.
Academic background in human resources, organizational effectiveness, industrial-organizational psychology, economics, business analytics, or a related discipline.

Responsibilities

Lead enterprise strategic workforce planning, translating company strategy, growth forecasts, and operational priorities into multi-year workforce strategies and capability requirements.
Establish a continuous planning process with biannual planning cycles, quarterly business reviews, and ongoing monitoring of workforce trends, risks, and business needs.
Partner with Finance and business leaders to forecast workforce demand, assess supply and capacity, identify capability gaps, and model alternative workforce scenarios.
Evaluate workforce composition, talent deployment options, and build-versus-buy scenarios with business and functional leaders.
Partner with Finance, Compensation, Recruiting, and Workplace on geographic workforce strategy, considering talent availability, labor costs, office capacity, and business needs.
Connect workforce plans with performance insights, succession planning, internal mobility, and talent development strategies in partnership with Talent Management.
Translate long-range workforce strategies into recommendations for hiring plans, capability development, organizational design, and workforce investments.
Own the enterprise workforce planning framework, linking long-range strategies with annual budgets, quarterly forecasts, and in-year workforce decisions.
Establish workforce planning methodologies, assumptions, and operating rhythms with Finance in alignment with financial planning governance.
Develop and maintain integrated headcount plans with People Success, Finance, Recruiting, and business leaders, aligned with financial targets and business priorities.
Facilitate workforce prioritization and trade-off discussions, using scenario modeling to inform staffing levels, hiring timing, and resource allocation.
Monitor plan performance, analyze variances, recommend adjustments as business needs evolve, and connect approved plans to recruiting execution and workforce reporting.
Advise business and People leaders on organizational design, structure, and effectiveness as Crusoe scales.
Lead organizational assessments and design engagements, evaluating spans and layers, management structures, role clarity, decision rights, accountability, and capacity.
Develop and evaluate operating models with business leaders and People Success, aligning organizational capabilities, workflows, governance, and talent with business strategy.
Identify opportunities to simplify structures, improve organizational effectiveness, and strengthen cross-functional execution.
Support organizational transformations, new capabilities, functional redesigns, and integration activities resulting from growth, international expansion, and acquisitions.
Translate organizational design recommendations into practical implementation plans with business leaders and People partners.
Partner with People Science & Workforce Intelligence, Finance, and business leaders to develop forward-looking insights on workforce capacity, productivity, cost, organizational efficiency, and talent needs.
Apply quantitative analysis, scenario planning, and business judgment to complex workforce decisions, making assumptions, risks, and trade-offs transparent.
Develop executive-ready recommendations connecting workforce and organizational choices to financial outcomes and operational performance.