Pay Transparency

Hadrian Automation • Torrance, CA

6d • $200,000 - $240,000

About The Position

The People Operations team builds the infrastructure that lets Hadrian scale. We are hiring a Program Manager, Headcount Planning to own how Hadrian decides who we hire, when, and why. Headcount is the single biggest input into our growth, and getting it right means running a real program: a planning cycle the business trusts, a clear line from program demand to approved roles, and one number that Finance, Recruiting, and the business all agree on.
This is a program management job at its core, and the hard part is not the spreadsheet. It is holding a cross-functional cycle together across People, Recruiting, Finance, Engineering and Program leadership, each with their own pressures and their own view of what the plan should say. You will get people aligned, keep the plan honest as it changes, and land the change management so the process actually gets adopted instead of worked around.
You know how to structure an ambiguous problem, run a cycle to a deadline, and build the artifact that moves a decision forward. You live with the outcome, and you have to bring people with you.

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 and will still be in the room next quarter.
• 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.

Nice To Haves

• You have run a workforce or headcount planning cycle before in close partnership with Finance, and you know where these processes usually break.
• You have worked in a high-growth, operationally intense environment such as startup, manufacturing, defense, or similar, where you had to build the program while the business moved at full speed.
• You are hands-on with the systems layer, including HRIS, ATS, and headcount planning tools such as ChartHop, exceland you understand that a program is only as good as the data flowing through it.
• You have supported engineering or technical organizations and can hold your own in a conversation about what a program actually needs.
• You see People and headcount planning as a lever for business performance, not a support function that reacts to requests.

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 not just by department.
• 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.

Benefits

• Medical, dental, vision, and life insurance plans for employees
• 401k
• Relocation support may be provided for certain situations, based on business need.
• Flexible vacation policy
• Equity

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed