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Salary: USD 200,000 - 240,000 / annual
Hadrian is building autonomous factories to reindustrialize America, combining AI, advanced software, robotics, and full-stack manufacturing to help aerospace and defense companies build rockets, satellites, aircraft, ships, and other mission-critical systems up to 10x faster and at significantly lower cost. The company recently closed a $1.37B Series D at a $7.87B valuation and is rapidly expanding its manufacturing footprint and Factory-as-a-Service platform.
The People Operations team is hiring a Sr. Workforce Planning Manager to own Hadrian's headcount planning program end-to-end. This is a program management role focused on building the infrastructure that enables the company to scale. You will run planning cycles from both bottom-up (business demand) and top-down (leadership targets), then consolidate into a single plan that Finance, Recruiting, and business leadership all trust and agree on.
Key responsibilities include:
- Own the headcount planning program end-to-end, running cycles from both directions and consolidating into one defensible plan
- Partner with engineering and program leadership to translate program demand signals into role-level headcount needs
- Work with Finance to cost the plan, reconcile against budget, and produce a forecasted headcount picture
- Hand off the plan to Recruiting Operations as structured requisitions with proper data for reporting
- Program manage the monthly cadence with embedded People Partners and Recruiting Leads, including program and assignment tagging reconciliation
- Partner with Workplace Services to align hiring plans with physical capacity expansion
- Drive change management by building the cadence, intake, artifacts, and communications that make this a trusted program
- Bring structure and visibility to leadership, flagging risks early and making tradeoffs legible to executives
The hard part is not the spreadsheet—it's holding a cross-functional cycle together across People, Recruiting, Finance, Engineering, and Program leadership, each with their own pressures and views. You will get people aligned, keep the plan honest as it changes, and drive adoption so the process is used rather than worked around.
REQUIREMENTS:
- 7+ years of experience spanning management consulting or similar structured problem-solving environment, plus in-house time where you owned a program and lived with the results
- Exceptional stakeholder management: build credibility fast with senior leaders, hold a line without damaging relationships, influence people who don't report to you
- Strong project management fundamentals: work from a plan, drive to dates, manage cross-functional dependencies, ensure nothing falls through the cracks
- Real change management experience: have rolled out a process that changed how people work, handled resistance and adoption gaps
- Comfort with planning data and financial mechanics: build and pressure-test workforce models, reconcile against budget, explain deltas in plain language
- Executive-grade communication: write one-pagers that drive decisions, run effective meetings
- High adaptability: energized by shifting scope, bring structure to ambiguity
Differentiators:
- Have run a workforce or headcount planning cycle before in partnership with Finance
- Experience in high-growth, operationally intense environments (startup, manufacturing, defense) where you built programs while the business moved at full speed
- Hands-on with systems (HRIS, ATS, headcount planning tools like ChartHop, Excel) and understand that programs are only as good as their data
- Have supported engineering or technical organizations
- View People and headcount planning as a business performance lever, not a reactive support function
Note: ITAR requirements apply—must be a U.S. citizen or national, lawful permanent resident, or eligible to obtain required authorizations from the U.S. Department of State.
