Division Talent, Planning & Strategy

Job description

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years. About the Role Every part of the business needs someone who knows its hiring picture cold and can turn that into a plan. That is this role. You are the embedded planning partner for an assigned scope, running its demand and capacity picture and producing the read that goes up into the enterprise view. The work sits between the analytics and the business. You own the numbers for your scope: the demand, the capacity against it, and where the plan is going to miss. You also own what happens next. That means the conversation with the stakeholders behind the numbers, the process or operational change that follows, and the systems-level fix so the same problem is not back next month. The output is a decision, not a report. That scope is not always a single division. Depending on the instance it is one division, a pair of divisions covered together, a Platform team with its adjacent groups, or a region. The work is the same in each case; what changes is how many business lines and hiring managers sit inside it. For readability the rest of this description says “your division” as shorthand for your assigned scope. This role may be filled at the IC4 (Senior) or IC5 (Staff) level, depending on the selected candidate's experience, skills, and qualifications as assessed through our interview process. The compensation ranges above/below correspond to their respective levels. Final level, title, and compensation will be determined based on the candidate's demonstrated experience and the specific needs of the business at the time of offer. For readability the rest of this description says “your division” as shorthand for your assigned scope. What You'll Do Divisional Demand, Capacity & Planning (~80%) • 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. • Know Your Division Cold and Surface Signals Early: Programs, cont