Sr. Workforce Planning Manager

About the role

The People Operations team builds the infrastructure that lets Hadrian scale. We are hiring a Program Manager, Headcount Planning to own how Hadrian decides who we hire, when, and why. Headcount is the single biggest input into our growth, and getting it right means running a real program: a planning cycle the business trusts, a clear line from program demand to approved roles, and one number that Finance, Recruiting, and the business all agree on. This is a program management job at its core, and the hard part is not the spreadsheet. It is holding a cross-functional cycle together across People, Recruiting, Finance, Engineering and Program leadership, each with their own pressures and their own view of what the plan should say. You will get people aligned, keep the plan honest as it changes, and land the change management so the process actually gets adopted instead of worked around. You know how to structure an ambiguous problem, run a cycle to a deadline, and build the artifact that moves a decision forward. You live with the outcome, and you have to bring people with you.

Responsibilities

• Own the headcount planning program end to end. Run our planning cycles from both directions, bottoms-up from the business and tops-down from leadership, then consolidate into one plan that holds up to scrutiny.
• Partner with our engineering and program leadership to turn program demand signal into role-level headcount needs, so the plan reflects what we actually have to build rather than a generic growth curve.
• Work side by side with Finance to cost the plan, reconcile it against budget, and produce a single forecasted headcount picture that everyone works from.
• Hand that plan cleanly to Recruiting Operations so approved roles land in our systems as requisitions recruiters can act on, with the data structured well enough to report on.
• Program manage the recurring monthly cadence with our embedded People Partners and Recruiting Leads, including how program and assignment tagging gets reconciled and loaded, so we can see our workforce by program and not just by department.
• Partner with Workplace Services as our footprint expands, so hiring plans and physical capacity are planned together rather than discovered out of sync.
• Drive the change management. Build the cadence, the intake, the artifacts, and the communications that make this a program people rely on, and keep raising the bar on it each cycle.
• Bring structure and visibility to leadership. Know the status of the plan at any moment, flag risk early, and make the tradeoffs legible to executives making the call.

Requirements

• 7+ years of experience spanning management consulting or a similar structured problem-solving environment, plus time in-house where you owned a program and lived with the results.
• Exceptional stakeholder management. You build credibility fast with senior leaders, you can hold a line without damaging the relationship, and you understand the nuance of influencing people who do not report to you and will still be in the room