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Salary: USD 112,000 - 149,000 / annual
Anduril Industries, a defense technology company transforming military capabilities through advanced AI and autonomy, seeks a Division Talent Planning & Strategy professional to serve as the embedded planning partner for one division.
You will own the divisional hiring demand and capacity picture, translating it into a synthesized strategic view for enterprise leadership. This is not a reporting function—you will go deep on your division's programs, hiring managers, market dynamics, and constraints to produce data-backed recommendations with clear reasoning.
Key Responsibilities (~80% divisional planning):
- Operate the divisional headcount planning and capacity model using central methodology; track approvals, manage scenarios, and maintain current leadership visibility
- Maintain a live view of recruiting capacity (productive recruiters, ramp, hires per recruiter per month) against incoming demand; produce rolling three-month capacity roadmaps showing demand, approved capacity, gaps, and decision dates
- Run the demand intake framework for business lines to submit, justify, and prioritize hiring needs; consolidate into a single source of truth
- Drive prioritization of divisional demand against constrained capacity with data-backed rationale (revenue impact, contract milestones, critical roles, ramp dependencies)
- Program manage the division's monthly hiring check-in end-to-end, covering capacity vs. demand, productivity, funnel health, and SLA compliance; own SLA burndown
- Partner with Planning & Analytics on recruiting and delivery analytics (funnel velocity, capacity, scorecards, Juno BI platform) and talent quality/market analytics (quality of hire, candidate experience, geo talent density)
- Know your division cold: programs, contract milestones, hiring managers, market dynamics; proactively surface signals early rather than waiting for escalations
- Arm your divisional TA leader with capacity stories that connect hiring progress to business outcomes and propose options
Function and Program Contribution (~20%):
- Feed divisional signals into the broader enterprise planning framework to maintain coherence
- Operate on shared methodology, models, and reporting cadence; improve the system where it does not fit divisional reality
- Report international movement affecting your division to the Head of Global TA Planning & Strategy
- Own talent acquisition market mapping for expansion asks (new sites, facility expansions, new countries); provide talent density, competitor presence, realistic hiring ramp, wage/level implications, and recruiting capacity needs before real estate/expansion decisions are finalized
- Lead assigned projects as planning SME on process improvements, system enhancements, and reporting maturity
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—handed a messy, half-documented problem, you find the path forward. You distinguish signal from noise and turn incomplete information into a recommendation.
Required Qualifications:
- 3+ years of professional experience with foundation in talent acquisition, recruiting coordination, planning, operations, or analytics
- Demonstrated ability to build structure in genuinely ambiguous situations where process did not exist and data was incomplete
- Strong data skills: proficient in Excel or Google Sheets; capable of maintaining and extending headcount and capacity models and explaining what moved
- Experience operating a recurring planning, reporting, or demand intake process
- Ability to translate analysis into short, decision-ready narratives for leadership
- Strong slide craft: turn capacity pictures into executive slides that carry recommendations on the page and hold up when read without you in the room
- Understanding of recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) to catch infeasible plans
- 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 TA background
- Experience in matrixed or divisional organizations where planning means aligning stakeholders with different incentives
- Familiarity with HRIS (Workday, ChartHop), ATS (Greenhouse), and BI or analytics platforms
- Exposure to DivOps or BizOps embedded partner model
- Background in defense, aerospace, or other program-driven hiring environments
