DivisionTalent, Planning & StrategyNew$149K
The opportunity
Every division needs someone who knows its hiring picture cold and can turn that into a plan. That is this role.
What you'll do
Run the Divisional Plan: Operate the headcount planning and capacity model for your division on the central methodology. Track approvals, update scenarios, manage change control, and keep leadership on a current reliable view.
Model Capacity Against Demand and Produce the Roadmap: Maintain a live view of recruiting capacity (productive recruiters, ramp, hires per recruiter per month) against incoming demand. Produce your division's rolling three-month capacity roadmap showing demand, approved capacity, gap, decision needed and date. This is the input that rolls into the enterprise view.
Run Demand Intake: Operate the framework for how business lines in your division submit, justify and prioritize hiring needs. Turn disparate requests into one source of truth.
Drive Prioritization: Sequence your division's demand against constrained capacity, with a data-backed rationale for why: revenue impact, contract milestones, single-point-of-failure roles, ramp dependencies.
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, covering capacity against demand, productivity, funnel health and SLA compliance. Own SLA burndown for your division.
Partner With Planning & Analytics for Your Division: Be the divisional counterpart on recruiting and delivery analytics (funnel velocity, capacity and demand, scorecards, the Juno BI platform) and on talent quality and market analytics as they apply to your division (quality of hire, candidate and hiring-manager experience, geo talent density). Be fluent in Juno Recruiter Allocation for your division rather than rebuilding it in a spreadsheet, help your hiring managers and TA leads read it themselves, and run the feedback loop on data gaps and mapping issues back to them.
What they're looking for
- 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.
