Head of Planning

We need to output only HTML fragment, using

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only if posting has real specific content. We need to parse the job description. The posting includes: - Intro about company (maybe not needed as heading? Could be part of About the role? The instruction: "About this Role:" then description. So we can put About the role section with that description. - Responsibilities: The bullet points under "What You’ll Do…" etc. That's responsibilities. - Requirements/Qualifications/Skills: The "Who You Are…" list includes experience requirements, etc. Could be split into Requirements (experience), Qualifications (education?), Skills (analytical capability). But we need to decide based on content. The instruction: Prefer a few substantive sections over many thin ones. So we could combine Requirements and Qualifications into one? But they ask to use headings for those specific names if we include them. We need to include sections only when posting has real specific content. We have content for Responsibilities, Requirements (experience), Qualifications (maybe education?), Skills (analytical capability). Also Benefits and Pay are present: base salary range, bonuses, equity, benefits package details. Schedule not mentioned. So we should not include Schedule heading. We need to avoid boilerplate like EEO, diversity statement, application instructions, cookie/navigation etc. Remove those. We need to preserve all substantive information; do not invent or summarize away detail. Must not repeat job title as heading. No Job ID. We need to use

• for any list of duties/requirements/benefits, and

  for prose. We need to output only HTML fragment, no /, no markdown fences. Thus produce something like:

  About the role

  ... description ...

  Responsibilities

  • Own the full S&OP cycle end to end ...
  ...

  Requirements

  • 8+ years of supply chain or operations planning experience, including 3+ years leading teams; experience managing managers strongly preferred
  ...
  Maybe Qualifications: could be empty? But we have "Prior experience in fresh, perishable, or short-shelf-life food — production, distribution, or both — preferred". That's more like requirement/qualification. Could combine. Skills: "Advanced analytical capability: Excel modeling required; SQL, BI tooling, and familiarity with optimization or routing platforms preferred". Also "Comfort operating in ambiguity and building process where none exists today". That's skill. Thus we can have Skills section. Benefits: list of benefits. Pay: base salary range, plus bonuses, equity. We must not include sections with filler like "commensurate with experience". Not present. We need to ensure we don't include duplicated lines. Let's extract content. First, About the role: The paragraph after "About this Role:" up to before "What You’ll Do…". Let's capture: "As the Head of Planning, you will own the end-to-end Sales & Operations Planning (S&OP) process for our business that produces, ships, and stocks fresh food every single day. With shelf life as a main constraint and a network that replenishes daily, the plan is the operation: what Planning commits to is what Procurement buys, what Production builds, what Pick Pack sorts, and what our line hauls, delivery routes, and drivers execute. This role converts a growing commercial demand into a plan the business can actually deliver. You will lead a team of planning leaders across Procurement, Production, Pick Pack, Fulfillment, and a Planning Continuous Improvement Manager. Your immediate mandate is to create a detailed list of supply chain constraints measured against demand and build a roadmap to prioritize and eliminate highest ROI capacity bottlenecks. You will be the single gatekeeper of operational constraints which are rolled up from your domain managers, defended with data, and owned across every planning horizon from day-of execution to three-plus months out, through long term supply planning." That's the About the role. Now Responsibilities: Under "What You’ll Do…" there are subheadings: Sales & Operations Planning Ownership, Constraint Ownership & Gatekeeping, Team Leadership & Development, Bottleneck Identification & Growth Enablement, Resource Planning & Allocation, Planning Systems, Data & Continuous Improvement. We need to capture each bullet as list items. The text includes sentences; we can break into list items per sentence or per bullet. Better to make each distinct responsibility as
• . We'll parse. Sales & Operations Planning Ownership: - Own the full S&OP cycle end to end — demand review, supply review, reconciliation, and executive S&OP — with a fixed cadence, named owners, and a single published plan of record. - Run the process across all planning horizons — day-of, 2–3 days, one week, one month, six weeks, and three-plus months — so that near-term execution and long-range capacity decisions are made off the same set of numbers. - Drive decisions in the S&OP forum. Where demand exceeds capability, surface the options — add capacity, shift mix, re-sequence, or accept the miss — and drive the call to closure. - Partner with Sales, Revenue Operations, Channel, Finance, and Culinary/R&D so that fridge launches and removals, delivery cadence changes, menu changes, and promotional activity are reflected in the plan before they reach the floor. Constraint Ownership & Gatekeeping: - Serve as the single gatekeeper of operational constraints for the business. No constraint enters the plan without being defined, quantified, owned, and validated. - Roll up constraints from domain managers across the six constraining functions in flow order: Procurement, Production, Pick Pack, Line Hauls, Final Mile Delivery, and Fridge Stocking. - Own the constraint matrix that maps each functional constraint to its relevant planning horizon, with a named owner, a current value, a documented basis of calculation, and a review date. - Hold the line on constraint integrity and challenge padded or stale limits, require the data behind each number, and retire constraints once they have been resolved. - Translate constraints into a plain answer to the question the business actually asks: what can we sell, produce, and stock this week, and what would have to change to do more? Team Leadership & Development: - Lead a team of planning managers across multiple domains — Procurement, Production, Pick Pack, and Fulfillment Planning, and Planning Continuous Improvement — and build the bench beneath them. - Set a consistent standard of planning rigor across domains: documented assumptions, versioned models, published outputs, and structured post-mortems on plan-versus-actual misses. - Coach domain managers to own their constraints as business partners to their operating counterparts, not as reporters of numbers handed to them. - Define roles, spans, and career paths as the team scales with the network; hire ahead of the growth curve rather than in reaction to it. - Establish clear escalation paths between Planning and Operations so that day-of deviations are resolved without re-litigating the plan. Bottleneck Identification & Growth Enablement: - Identify the binding constraint in the network at any given time and quantify what it costs the business in unserved demand, service misses, waste, or excess cost. - Maintain a forward view of the next several bottlenecks. Identify the constraints that will bind at 1.5x and 2x current volume along with the lead time required to relieve each one. - Translate bottleneck analysis into capital, headcount, and network recommendations with the business case attached. - Partner with Operations and Finance on capacity investment: plant lines and shifts, pick pack throughput, line haul lanes, delivery fleet, and fridge-level access and servicing capacity. - Support network design and expansion decisions including new markets, hubs and spokes, route density, and fridge placement within modeled capability. Resource Planning & Allocation: - Own labor planning across the planning domains: required versus scheduled headcount by function, shift, and market, with buffer and attrition assumptions made explicit. - Allocate constrained resources including production hours, pick pack capacity, drivers, vehicles, and inventory to their highest-value use when demand exceeds capability, using an agreed and documented prioritization rule. - Ensure production, pick pack, and fulfillment plans reflect real operational limits: shelf life, order cutoffs, cooler and dock capacity and access, line haul departure windows, route density, and site access restrictions. - Partner with Final Mile Delivery on route demand and driver requirements so actual and planned routes align. - Build flex capacity into the plan including temporary labor, overtime, and third-party support and define the trigger points for using it. Planning Systems, Data & Continuous Improvement: - Establish the planning system of record and reduce the dependence on standalone spreadsheets as the team and network scale. - Define and own the planning KPI set such as forecast accuracy, plan attainment, constraint accuracy, fill rate, waste, and labor plan variance and review it on a fixed cadence. - Direct the Planning Continuous Improvement Manager toward the highest-leverage process gaps, using Lean and structured problem-solving to address root causes rather than symptoms. - Partner with Analytics and Engineering on the data, modeling, and optimization tooling the planning process depends on, including capacity and routing optimization. Now Requirements/Qualifications/Skills. The "Who You Are…" section includes: - 8+ years of supply chain or operations planning experience, including 3+ years leading teams; experience managing managers strongly preferred - Demonstrated ownership of a full S&OP cycle, including running the executive S&OP forum, strongly preferred - Labor planning and resource planning/allocation experience across multi-site operations strongly preferred - Network design and capacity modeling experience strongly preferred - Experience building or operating a constraint-based planning model (finite capacity, rough-cut capacity planning, or similar) preferred - Experience balancing both supply and demand to maximize business outcomes (ex revenue, profit) - Prior experience in fresh, perishable, or short-shelf-life food — production, distribution, or both — preferred - Progressive team management experience with a track record of developing planners into planning leaders - Advanced analytical capability: Excel modeling required; SQL, BI tooling, and familiarity with optimization or routing platforms preferred - Comfort operating in ambiguity and building process where none exists today We could split into Requirements (experience) and Skills (analytical capability, comfort with ambiguity). Qualifications maybe education? Not mentioned. So we could have Requirements (the experience items) and Skills (analytical capability, comfort with ambiguity). Or combine into Requirements and Skills. Given instruction to prefer few substantive sections, we could have Requirements (covering experience) and Skills (analytical, ambiguity). Qualifications maybe omitted. But we need to use headings exactly as given if we include them. So we could include:

  Requirements

  list of experience items

  Skills

  list of analytical capability and comfort with ambiguity
  We could also include Qualifications if we want but no content. Better to include Requirements and Skills. Now Benefits: list: - Medical, dental, and vision insurance (multiple plans available) - 401(k) with immediate employer match vesting - Paid time off (including vacation, sick leave, and holidays) - Paid sabbatical after 5 years of service - Employee discounts - Employee Assistance Program (EAP) Also mention: "In addition to base salary, this position is eligible for company performance-based bonuses and equity." That's part of Pay/Benefits? Could be under Pay. Pay: base salary range $150,000 - $195,000. Also mention base pay determined by factors, plus performance-based bonuses and equity. Thus Pay section: base salary range, bonuses, equity. Schedule: not mentioned, so omit. Now we need to ensure we don't include boilerplate like diversity statement, EEO, etc. Remove those. Now produce HTML. We must not include markdown fences. Let's craft. We'll start with About the role paragraph. Then Responsibilities ul. Then Requirements ul. Then Skills ul. Then Benefits ul