DivisionTalent, Planning & Strategy

Anduril • Columbia, WA

7d • Remote

About The Position

Every division needs someone who knows its hiring picture cold and can turn that into a plan. That is this role. You are the embedded planning partner for one division, running its demand and capacity picture and producing the read that goes up into the enterprise view. You are not a reporting function. You go deep on your division: the programs, the hiring managers, the market, the constraints. Then you bring back a synthesized point of view, not a data dump. The standard is that you arrive with a recommendation and the reasoning behind it. This role exists as part of a function, not in isolation. The methodology, tooling and reporting cadence are set centrally so the enterprise rollup holds together. What is yours is the divisional depth and the judgment that comes with it.

Requirements

• 3+ 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 genuinely ambiguous situations, where the process did not exist and the data was incomplete.
• Strong data skills: proficient in Excel or Google Sheets, capable of maintaining and extending a headcount and capacity model and explaining what moved.
• Experience operating a recurring planning, reporting or demand intake process.
• Able to translate analysis into a short, decision-ready narrative for leadership.
• Strong slide craft: able to turn a capacity picture into a handful of executive slides that carry the recommendation on the page rather than in an appendix, and that hold up when they are read without you in the room.
• Understanding of the recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) well enough to catch an infeasible plan.
• Experience influencing stakeholders who do not report to you.
• Comfort operating with high autonomy and making prioritization calls with limited guidance.

Nice To Haves

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

Responsibilities

• Operate the headcount planning and capacity model for your division on the central methodology. Track approvals, update scenarios, manage change control, and keep leadership on a current reliable view.
• Maintain a live view of recruiting capacity (productive recruiters, ramp, hires per recruiter per month) against incoming demand. Produce your division's rolling three-month capacity roadmap showing demand, approved capacity, gap, decision needed and date. This is the input that rolls into the enterprise view.
• Operate the framework for how business lines in your division submit, justify and prioritize hiring needs. Turn disparate requests into one source of truth.
• Sequence your division's demand against constrained capacity, with a data-backed rationale for why: revenue impact, contract milestones, single-point-of-failure roles, ramp dependencies.
• Program manage your division's section of the monthly hiring check-in end to end, covering capacity against demand, productivity, funnel health and SLA compliance. Own SLA burndown for your division.
• Be the divisional counterpart on recruiting and delivery analytics (funnel velocity, capacity and demand, scorecards, the Juno BI platform) and on talent quality and market analytics as they apply to your division (quality of hire, candidate and hiring-manager experience, geo talent density). Be fluent in Juno Recruiter Allocation for your division rather than rebuilding it in a spreadsheet, help your hiring managers and TA leads read it themselves, and run the feedback loop on data gaps and mapping issues back to them.
• Know Your Division Cold and Surface Signals Early: Programs, contract milestones, hiring managers, market dynamics, upcoming needs. Proactively raise what you are seeing rather than waiting for it to become someone's escalation.
• Your divisional TA leader should never walk into a business review without a capacity story you built, one that connects hiring progress to business outcomes and proposes options rather than surfacing problems.
• Connect your divisional signals back into the broader planning framework so the cross-divisional picture is coherent.
• Operate on the shared methodology, models and reporting cadence rather than building a parallel approach for your division.
• Where the standard does not fit your division's reality, say so and help fix it centrally rather than working around it.
• Report international movement affecting your division to the Head of Global TA Planning & Strategy. Country tier changes, new in-country demand, and the capacity needs that follow. International expansion is part of your division's demand picture, not a separate track, so it lands in your plan on the same methodology as domestic demand.
• When the business is evaluating a new site, a facility expansion or a new country for your division, own the TA read. Talent density and competitor presence in the market, realistic hiring ramp, wage and level implications, and the recruiting capacity it would take to staff it. Real estate and expansion decisions get made on cost and proximity. Your job is to put the talent picture in the room before the decision, not after it.
• Act as planning SME on projects touching your division, process improvements, system enhancements, reporting maturity.

Benefits

• Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package.
• Comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next.

What This Job Offers

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