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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-defined leadership role shapes how the company plans, forecasts, and organizes its workforce company-wide.
You'll join the People Infrastructure team, partnering with HR leadership, Finance, Talent, and business leaders to integrate workforce data into financial forecasting, headcount planning, recruitment strategy, and global strategy decisions. 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 highest organizational levels.
Key responsibilities include: building ServiceTitan's enterprise workforce planning capability and defining its long-term vision and roadmap; 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) into 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 recommendations on workforce strategy; and partnering with Finance/FP&A on headcount governance and long-term workforce cost planning.
Required qualifications: 6+ years in FP&A, business/data analytics, management consulting, or similar quantitative strategy roles (workforce planning experience is a plus); strong technical/data skills including advanced Excel and financial modeling; SQL and BI tools (Tableau, Power BI, Looker) strongly preferred; demonstrated experience building forecasting, capacity, or scenario models from scratch with incomplete or messy data; track record of identifying and fixing broken or manual processes and building scalable systems; strong influencing skills and ability to drive change across Finance, HR, and business leaders without formal authority; comfort operating at both strategic and hands-on levels; strong executive presence and communication skills; ability to thrive in ambiguity in a fast-paced, high-growth environment; and a bachelor's degree in a quantitative, business, finance, or related field, or equivalent experience.
