Strategic Workforce Planning and Resourcing Partner

Crusoe•Denver, CO

8d•$125,000 - $150,000•Onsite

About The Position

At Crusoe, the Strategic Workforce Planning Partner serves as the central hub connecting business strategy, financial reality, and people execution. This role exists to close the gap between future business requirements and current People function initiatives. You will provide business leaders with a single, trusted point of contact for all workforce decisions—ranging from incremental hiring to comprehensive organizational redesign. This is a high-impact, intersectional role that acts as both the workforce planning operating system and the resourcing function for the business. You will sit at the crossroads of Business Operations (BizOps) to define demand, Finance to manage budget guardrails, and the People Function to oversee talent supply. You will initially embed within the Digital Infrastructure Group (DIG) to stabilize and scale their workforce model before expanding the framework to Manufacturing and SG&A. This role is on-site at our San Francisco office.

Requirements

5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps.
Experience in high-growth infrastructure, construction, or manufacturing is ideal.
Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models.
Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign.
Familiarity with position management systems (e.g., Workday) and workforce modeling tools.
Ability to operate "upstream" to shape organizational direction while coordinating effectively with "downstream" teams for execution.
This position is designated a safety-sensitive position and/or is located in a safety-sensitive facility.
Drug and alcohol program participation is required.

Nice To Haves

Advanced certification in Workforce Planning (e.g., SWPP) or an MBA.
Experience implementing headcount management or resource planning software from scratch.
Background in management consulting with a focus on organizational design or human capital.
Familiarity with labor laws and staffing nuances in the construction or energy sectors.

Responsibilities

Build and maintain rolling headcount plans mapped to confirmed projects and operational milestones.
Prevent over-hiring by staging recruitment to project timing.
Develop high-impact models for accelerated growth, delayed deals, and labor constraints to support real-time executive decision-making.
For DIG and Manufacturing, translate production schedules and site ramp timelines into specific labor demand forecasts, including crew builds and shift coverage.
Stage talent against confirmed projects.
Manage staff inflow and outflow across projects to maintain high utilization and minimize "bench time."
Own the strategy for project sunsets, including reassignment, internal transfers, or severance, applying standard practices for infrastructure delivery.
Align workforce plans to production targets and deployment schedules.
Provide bottom-up workforce inputs to ensure plans stay within financial guardrails.
Define hiring sequences and priorities based on business urgency.
Partner with HRBPs to provide clarity on organizational changes and role intent.
Incorporate real-world variables such as labor market availability and physical site capacity to ensure hiring targets are achievable.