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ServiceTitan is seeking a Senior Manager of Workforce Planning Strategy & Analytics to build and lead enterprise workforce planning within People Operations. This newly-created role sits within the People Infrastructure team and is responsible for shaping how the company plans, forecasts, and organizes its workforce company-wide.
You will partner with HR leadership, Finance, Talent Acquisition, and business leaders across the organization to integrate workforce data into strategic decisions on financial forecasting, headcount planning, recruitment strategy, and global expansion. You'll own the models, frameworks, and operating rhythm that give leadership a clear, data-backed view of the workforce and translate that into strategic recommendations at the executive level.
Key responsibilities include: building ServiceTitan's enterprise workforce planning capability and defining its long-term vision and operating model; partnering with FP&A to construct demand forecasting, headcount, and scenario-planning models that connect workforce decisions to cost, capacity, and business outcomes; diagnosing and redesigning cross-functional workforce planning processes (data collection, forecasting cadence, approval workflows) to create scalable systems; owning data infrastructure, tools, and reporting that power workforce planning, including building dashboards for leadership self-serve visibility; influencing senior stakeholders across Finance, HR, and business teams to adopt new models and frameworks without direct authority; preparing executive-ready analysis and strategic recommendations; and partnering with Finance on headcount governance and long-term workforce cost planning.
You should have 6+ years in FP&A, business/data analytics, management consulting, or similar quantitative strategy roles (workforce planning experience is a plus). Required skills include advanced Excel and financial modeling; SQL and BI tools (Tableau, Power BI, Looker) are strongly preferred. You should have demonstrated experience building forecasting, capacity, or scenario models from scratch with incomplete or messy data, and a track record of identifying and fixing broken or manual processes. Strong influencing skills, executive presence, and the ability to operate at both strategic and hands-on levels are essential. A bachelor's degree in a quantitative, business, finance, or related field (or equivalent experience) is required.
