DivisionTalent, Planning & Strategy
Costa Mesa · Costa Mesa, CA (OC-00) · USD 112,000-149,000 · 3+ years experience · Full-time · Posted Oct 5, 2026
At a glance
- Experience
- 3+ years experience
- Employment
- Full-time
- Location
- Costa Mesa · Costa Mesa, CA (OC-00)
- Salary
- USD 112,000-149,000 · Base salary
About the role
- 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 runs the division's demand and capacity picture, producing the read that goes up into the enterprise view.
- The position relies on divisional depth and judgment, operating as part of a function where methodology, tooling, and reporting cadence are set centrally.
Responsibilities
- Operate the headcount planning and capacity model for your division on the central methodology, tracking approvals, updating scenarios, managing change control, and keeping leadership on a current reliable view.
- Maintain a live view of recruiting capacity against incoming demand and produce your division's rolling three-month capacity roadmap showing demand, approved capacity, gap, decision needed, and date.
- Operate the framework for how business lines in your division submit, justify, and prioritize hiring needs to turn disparate requests into one source of truth.
- Sequence your division's demand against constrained capacity with a data-backed rationale based on revenue impact, contract milestones, single-point-of-failure roles, and ramp dependencies.
- Program manage your division's section of the monthly hiring check-in end to end, covering capacity against demand, productivity, funnel health, and SLA compliance, and own SLA burndown.
- Act as the divisional counterpart on recruiting and delivery analytics and on talent quality and market analytics as they apply to your division.
- Proactively raise what you are seeing regarding programs, contract milestones, hiring managers, market dynamics, and upcoming needs rather than waiting for an escalation.
- Connect your divisional signals back into the broader planning framework so the cross-divisional picture is coherent.
- Report international movement affecting your division to the Head of Global TA Planning & Strategy, including country tier changes, new in-country demand, and capacity needs.
- Own the TA read when the business is evaluating a new site, a facility expansion, or a new country for your division, including talent density, competitor presence, realistic hiring ramp, wage and level implications, and required recruiting capacity.
Requirements
- 3+ 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 including proficiency 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 to turn a capacity picture into a handful of executive slides that carry the recommendation on the page and hold up when read independently.
- 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.
Preferred qualifications
- 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.
Benefits
- Highly competitive equity grants included in the majority of full-time offers
- Top-tier benefits for full-time employees supporting health, recovery, and whatever comes next
Skills
- Excel
- Google Sheets
- Workday
- ChartHop
- Greenhouse
- Juno BI
