Strategy & Planning Manager

Atoms•San Francisco, CA

3d•$170,000 - $200,000•Onsite

About The Position

Atoms is building the machines that power the next era of progress. Over the last decade, software has transformed the digital world. But the physical world, where food is made, minerals are mined, goods are moved, and industries are run, remains far less intelligent, far less efficient, and far more constrained. We're changing that. Atoms builds Physical AI — real-world robots for the industries that move civilization forward, starting with food, mining, and transport. Our systems are designed to understand, predict, and control the real world with precision, turning complex physical operations into something more reliable, more scalable, and more productive. This work requires more than robotics. It requires deep integration across hardware, software, AI, operations, manufacturing, and real estate. We don't just build machines in a lab. We deploy them into real environments, operate them, learn from them, and improve them until they work at scale. We are roboticists, engineers, operators, and builders. We believe the next great technology companies will not only transform information, but the physical systems that shape everyday life. If you want to work on hard problems with real-world impact, join us.

Requirements

5–8 years of experience, with a Tier 1 consulting background and meaningful time inside a high-growth operating company.
You take problems from ambiguous brief to shipped outcome, with a track record you can point to.
You are comfortable with data and can pull, model, and present workforce analytics without a team doing it for you.
You create structure where there isn't any, with strong project management instincts.
You operate with low ego and high output — you're here to execute, not to advise.

Responsibilities

Own Talent strategy end to end: Translate Talent priorities into structured projects with clear owners, milestones, and outcomes, and step into any ambiguous, high-priority people problem across the portfolio.
Drive efficient growth: Lead headcount planning and org design work — spans of control, layer analysis, role architecture — and model workforce scenarios across FTE vs. AI workforce, location, and in-house vs. outsource.
Rebuild how we hire: Redesign and operationalize a recruiting model that produces better hires, faster, and at lower cost across every company in the portfolio.
Architect how we perform: Build goal-setting and performance programs that genuinely differentiate talent, using data to surface high performers and flight risks and systems that act on those signals.
Back the business with numbers: Serve as the analytical and operational backbone for board- and exec-level people reporting, and drive ROI analysis on talent programs, hiring spend, comp, and tools.