Division Talent, Planning & Strategy

Seattle · Costa Mesa, CA (OC-00) · USD 146,000-194,000 · 5+ years experience · Full-time · Posted Oct 7, 2026

At a glance

Every division needs someone who knows its hiring picture cold and can turn that into a plan, serving as the embedded planning partner for one division.
This role involves running a division's demand and capacity picture, producing the read that goes up into the enterprise view.
The position operates as part of a central function, bringing divisional depth and judgment to workforce planning.

Run the Divisional Plan: Operate the headcount planning and capacity model for your division on the central methodology.
Model Capacity Against Demand and Produce the Roadmap: Maintain a live view of recruiting capacity against incoming demand and produce a rolling three-month capacity roadmap.
Run Demand Intake: Operate the framework for how business lines in your division submit, justify, and prioritize hiring needs.
Drive Prioritization: Sequence your division's demand against constrained capacity with a data-backed rationale.
Run Your Division's Monthly Hiring Check-In and Own SLA Burndown: Program manage your division's section of the monthly hiring check-in end to end and own SLA burndown.
Partner With Planning & Analytics for Your Division: Act as the divisional counterpart on recruiting and delivery analytics and talent quality and market analytics.
Know Your Division Cold and Surface Signals Early: Proactively raise programs, contract milestones, hiring managers, and market dynamics.
Arm Your TA Leader: Connect hiring progress to business outcomes and propose options for business reviews.
Report International Movement: Report international movement affecting your division to the Head of Global TA Planning & Strategy.
Own TA Market Mapping for Expansion Asks: Own the TA read when the business is evaluating a new site, facility expansion, or new country.

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.
Understanding of the recruiting lifecycle and capacity math 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.
Must be a U.S. Person due to required access to U.S. export controlled information or facilities.

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.

Competitive equity grants included in the majority of full time offers
Comprehensive, competitive benefits package available at little to no cost to employees, supporting health, recovery, and whatever comes next