SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Salary: USD 146,000 - 194,000 / annual
Anduril Industries is seeking a Division Talent, Planning & Strategy professional to serve as the embedded planning partner for one division, owning its hiring demand and capacity picture and producing the enterprise-level view.
In this role, you will run divisional demand and capacity planning (~80% of time), operating the headcount planning model on central methodology while tracking approvals, updating scenarios, and maintaining a current reliable view for leadership. You will model recruiting capacity against incoming demand and produce rolling three-month capacity roadmaps showing demand, approved capacity, gaps, and decisions needed. You will operate the demand intake framework for how business lines submit and prioritize hiring needs, turning disparate requests into a single source of truth.
You will drive prioritization of your division's demand against constrained capacity with data-backed rationale (revenue impact, contract milestones, single-point-of-failure roles, ramp dependencies). You will program manage your division's monthly hiring check-in end-to-end, covering capacity against demand, productivity, funnel health, and SLA compliance, owning SLA burndown for your division.
You will partner with Planning & Analytics on recruiting and delivery analytics (funnel velocity, capacity and demand, scorecards, Juno BI platform) and talent quality and market analytics. You will become fluent in Juno Recruiter Allocation for your division, help hiring managers and TA leads read it themselves, and run feedback loops on data gaps. You will develop deep knowledge of your division's programs, contract milestones, hiring managers, and market dynamics, proactively surfacing signals early rather than waiting for escalations. You will arm your divisional TA leader with capacity stories that connect hiring progress to business outcomes and propose options.
The remaining ~20% involves contributing to the broader function: feeding divisional signals into the enterprise planning framework, operating on shared methodology and reporting cadence, improving the central system where it doesn't fit divisional reality, reporting international movement affecting your division, owning TA market mapping for expansion asks (talent density, competitor presence, realistic hiring ramp, wage and level implications), and acting as planning SME on assigned projects.
You are a planner with recruiting instincts who is comfortable being the person who always knows the number. You have carried a pipeline before and can tell when a plan will not survive contact with the market. You are clever—not credentialed, clever—able to take a messy, half-documented problem and find the path forward. You can distinguish signal from noise and turn incomplete information into a recommendation.
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 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 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
PREFERRED QUALIFICATIONS:
- 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
