Workforce Planning Manager
About The Position
About the Role OpenAI is scaling rapidly, and headcount is our most critical investment. We are hiring our first Workforce Planning Manager to build the foundation of how we plan, track, and forecast our growth. This is a cross-functional leadership role that will sit in Recruiting Operations and serve as the bridge across Finance, Recruiting, People Ops, and Real Estate & Workplace Services. You will design and operationalize the systems that reconcile financial plans with hiring priorities, align recruiting capacity with business needs, and forecast the real estate footprint required to support our teams. As our first dedicated hire, you will stand up a new capability inside OpenAI — one that will grow into a Workforce Planning Center of Excellence (COE). You’ll be both a strategic partner to leadership and a hands-on builder of the infrastructure, processes, and reporting that allow us to scale responsibly.
Requirements
- 7–10+ years in workforce planning, people analytics, FP&A, or strategic operations, ideally in a fast-scaling tech environment.
- Proven experience building new processes, systems, or functions from scratch.
- Strong analytical toolkit; comfortable working across HRIS, ATS, financial planning, and real estate systems (Workday, Ashby, Anaplan, or equivalents).
- A track record of driving alignment across executive-level stakeholders.
- Able to operate at two altitudes: strategic partner to leadership and hands-on builder of infrastructure.
- Excited by the opportunity to create a new function that will scale with the company.
Responsibilities
- Build Workforce Planning as a Function Establish the frameworks, governance, and reporting that become the backbone of headcount planning at OpenAI. Create consistent definitions and standards for headcount across the company. Lay the groundwork for a future Workforce Planning COE.
- Headcount Planning & Strategy Partner with Finance to translate business goals into headcount budgets and reconciliations. Align hiring priorities with organizational strategy, ensuring clarity on sequencing and trade-offs. Play a central role in quarterly and annual planning cycles, partnering with Finance and Leadership to ensure headcount decisions are aligned with strategic priorities and trade-offs are clearly surfaced.
- Recruiting Supply & Demand Alignment Model recruiting capacity vs. demand to inform which roles to open and when. Partner with Recruiting Leadership to ensure hiring prioritization matches funnel realities. Provide executive visibility into supply/demand health with clear dashboards.
- Data Integration & Insights Integrate and reconcile data across Finance (Anaplan), Recruiting (Ashby), People Ops (Workday), and Real Estate (occupancy dashboards). Ensure a single source of truth for headcount, hiring progress, and future forecasts. Build reporting that ties hiring outcomes to financial plan and space requirements. Translate data into actionable insights for leadership, surfacing trade-offs between budget, recruiting capacity, and real estate needs.
- Forecasting & Scenario Planning Build models for headcount growth, attrition, and hiring pace. Partner with Real Estate & Workplace Services to forecast space needs under different scenarios. Deliver scenario analyses to inform executive decision-making.
- Cross-Functional Leadership Act as the connective tissue between Finance, Recruiting, People Ops, and Real Estate. Influence senior stakeholders with insights grounded in data. Anticipate and surface trade-offs between budget, hiring capacity, and organizational needs.
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What This Job Offers
Job Type
Full-time
Career Level
Manager
Education Level
No Education Listed
Number of Employees
1,001-5,000 employees
