Division Talent, Planning & Strategy

Anduril • Seattle, WA

7d • Remote

About The Position

Every division needs someone who knows its hiring picture cold and can turn that into a plan. This role serves as the embedded planning partner for one division, managing its demand and capacity picture and producing the read that goes up into the enterprise view. This is not a reporting function; the role requires deep engagement with the division's programs, hiring managers, market, and constraints. The output should be a synthesized point of view with a recommendation and reasoning, not a data dump. The role operates within a central function that sets methodology, tooling, and reporting cadence, ensuring enterprise rollup coherence. The unique contribution of this role is divisional depth and the judgment that comes with it.

Requirements

• 5+ years of professional experience with a foundation in talent acquisition, recruiting coordination, or a planning, operations, or analytics role.
• Demonstrated ability to build structure in ambiguous situations with incomplete data and non-existent processes.
• Strong data skills: proficient in Excel or Google Sheets, capable of maintaining and extending a headcount and capacity model, and explaining changes.
• Experience operating a recurring planning, reporting, or demand intake process.
• Ability to translate analysis into a short, decision-ready narrative for leadership.
• Strong slide craft: ability to create executive slides that convey recommendations clearly and can be understood without the presenter.
• Understanding of the recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) sufficient to identify infeasible plans.
• 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.

Nice To Haves

• Experience in BizOps, FP&A, or Strategy and Ops in addition to a TA background.
• Experience in a matrixed or divisional organization where planning involves 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.
• Experience in a defense, aerospace, or other program-driven hiring environment.

Responsibilities

• Operate the headcount planning and capacity model for the assigned division using the central methodology, tracking approvals, updating scenarios, managing change control, and maintaining a current, reliable view for leadership.
• Maintain a live view of recruiting capacity against incoming demand, producing a rolling three-month capacity roadmap that includes demand, approved capacity, gaps, decisions needed, and dates.
• Operate the framework for hiring needs submission, justification, and prioritization within the division, consolidating disparate requests into a single source of truth.
• Sequence the division's demand against constrained capacity with data-backed rationale, considering factors like revenue impact, contract milestones, single-point-of-failure roles, and ramp dependencies.
• Program manage the division's monthly hiring check-in, covering capacity vs. demand, productivity, funnel health, and SLA compliance, and owning SLA burndown.
• Serve as the divisional counterpart for recruiting and delivery analytics (funnel velocity, capacity and demand, scorecards, Juno BI platform) and talent quality and market analytics (quality of hire, candidate and hiring-manager experience, geo talent density).
• Be fluent in Juno Recruiter Allocation for the division, assisting hiring managers and TA leads in reading it and managing the feedback loop for data gaps and mapping issues.
• Proactively identify and raise signals from programs, contract milestones, hiring managers, and market dynamics to anticipate future needs.
• Arm the divisional TA leader with capacity stories built by the role, connecting hiring progress to business outcomes and proposing options.
• Connect divisional signals back into the broader planning framework to ensure a coherent cross-divisional picture.
• Operate on the shared methodology, models, and reporting cadence.
• Identify areas where the standard methodology does not fit the division's reality and contribute to central fixes.
• Report international movement affecting the division to the Head of Global TA Planning & Strategy, including country tier changes, new in-country demand, and associated capacity needs.
• Own the TA read for expansion asks, including talent density, competitor presence, hiring ramp, wage and level implications, and required recruiting capacity.
• Act as a planning Subject Matter Expert (SME) on projects related to the division, such as process improvements, system enhancements, and reporting maturity.

Benefits

• Highly competitive equity grants
• Top-tier benefits for full-time employees
• Comprehensive, competitive benefits package available at little to no cost to employees, supporting health, recovery, and future needs.

What This Job Offers

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