workforce planning manager

HighLevel

<div><div><b>About Us</b></div><div>
HighLevel is an AI-powered, all-in-one white-label sales and marketing platform that empowers agencies, entrepreneurs, and businesses to elevate their digital presence and drive growth. We proudly support a global and growing community of over 2 million businesses, including agencies, consultants, and organizations across industries. HighLevel equips users with the tools needed to capture, nurture, and convert leads into loyal customers.</div><div>
As of mid-2025, HighLevel processes over 4 billion API hits and handles more than 2.5 billion message events daily. Our platform manages over 470 terabytes of data across five databases, operates through a network of 250+ microservices, and supports more than 1 million hostnames.</div><div></div><div><b><br>
Our People</b></div><div>
With over 1,500 team members across 15+ countries, we operate in a global, remote-first environment. We are building more than software &mdash; we are building a global community rooted in creativity, collaboration, and impact. We cultivate a culture where innovation thrives, ideas are celebrated, and people come first.</div><div></div><div><b><br>
Our Impact</b></div><div>
As of mid-2025, our platform powers over 1.5 billion messages, generates more than 200 million leads, and facilitates over 20 million conversations every month for the 2+ million businesses we serve. Behind those numbers are real people growing their companies and connecting with customers &mdash; and we help make that happen.</div><div>
Learn more about us on our YouTube Channel or Blog Posts.</div><div></div><div><b><br>
Who You Are</b></div><div>
As the <b>Sr. Manager of Workforce Management (WFM)</b>, you will lead the strategic direction, systems, and operational excellence of workforce planning across all customer-facing functions. You are both a strategic thinker and an execution-focused operator who can translate business growth plans into scalable workforce strategies.</div><div>
You will oversee forecasting, capacity planning, scheduling strategy, and real-time management while leading and developing a high-performing WFM team. This role requires strong cross-functional influence, executive communication, and ownership of long-term workforce planning aligned with company growth objectives.</div><div>
You are energized by building scalable systems, improving forecast accuracy, optimizing cost-to-serve, and driving operational performance through data-driven decisions.</div><div></div><div><b><br>
What You&rsquo;ll Be Doing</b></div><div><b>
Lead and Scale the WFM Function</b></div><div>
Lead, develop, and scale a team of workforce analysts and schedulers across regions.</div><div>
Establish best practices, performance standards, and governance for workforce planning.</div><div>
Create clear career paths, development plans, and performance frameworks for the WFM team.</div><div>
Foster a culture of accountability, analytical rigor, and continuous improvement.</div><div><b>
Own Strategic Workforce Planning</b></div><div>
Develop and maintain short-, mid-, and long-term capacity models aligned to revenue growth, seasonality, and product expansion.</div><div>
Partner with Finance, People Ops, BI, and RevOps to drive headcount planning and hiring strategies.</div><div>
Build scenario planning models to support executive decision-making.</div><div>
Own service level performance forecasting and staffing optimization across Support, Success, Sales, and other customer-facing teams.</div><div>
Ensure workforce strategy balances service quality, cost efficiency, and employee experience.</div><div><b>
Drive Operational Excellence &amp; Forecast Accuracy</b></div><div>
Oversee real-time management and intraday performance across channels and geographies.</div><div></div><div><br>
Continuously improve forecast accuracy, shrinkage modeling, and utilization targets.</div><div>
Establish KPIs and reporting frameworks to track adherence, occupancy, SLA attainment, and efficiency.</div><div>
Identify systemic gaps and lead initiatives to improve productivity and performance outcomes.</div><div><b>
Own and Optimize WFM Systems</b></div><div>
Serve as the executive owner of the Assembled WFM platform and related tooling.</div><div>
Drive system enhancements, integrations, automation, and reporting improvements.</div><div>
Partner with Systems and BI teams to ensure data integrity and scalability.</div><div><b>
Influence Cross-Functional Strategy</b></div><div>
Act as the primary workforce strategy advisor to Customer Experience, Success, Sales, and Operations leadership.</div><div>
Translate complex workforce analytics into clear, actionable insights for senior stakeholders.</div><div>
Present workforce insights and recommendations to leadership and executive audiences.</div><div>
Partner on initiatives that impact staffing models, including product launches, expansion strategies, and new market entry.</div><div></div><div><b><br>
What You&rsquo;ll Bring</b></div><div>
10+ years of Workforce Management experience in a high-growth, customer-facing organization.</div><div>
3+ years of experience leading WFM teams at scale.</div><div>
Demonstrated experience building long-term capacity models and strategic headcount planning.</div><div>
Hands-on expertise with WFM platforms (Assembled strongly preferred).</div><div>
Strong financial and operational acumen with experience partnering cross-functionally with Finance and RevOps.</div><div>
Advanced proficiency in Excel or Google Sheets; strong modeling skills required.</div><div>
Experience with BI tools such as Looker, Tableau, or Power BI preferred.</div><div>
Exceptional communication skills with the ability to influence senior stakeholders.</div><div>
Proven ability to operate in a fast-paced, data-driven, remote-first environment.</div><br>
<div></div>
<div><b>
Equal Employment Opportunity Information</b></div><div>
The company is an Equal Opportunity Employer. As an employer subject to affirmative action regulations, we invite you to voluntarily provide the following demographic information. This information is used solely for compliance with government record keeping, reporting, and other legal requirements. Providing this information is voluntary and refusal to do so will not affect your application status. This data will be kept separate from your application and will not be used in the hiring decision.</div>
<p>
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.</p></div>

Sr. WFM Manager

BoxPower Inc.

<div><p><b>About BoxPower</b></p>
<p>
BoxPower helps utilities, communities, and critical infrastructure deploy resilient, cost-effective distributed energy systems. We combine planning/design software (EASI), turnkey hardware &ldquo;kits,&rdquo; and execution services (EPC + O&amp;M) to make DER deployments repeatable and scalable.</p><br>
<p></p>
<p><b>
About the Role</b></p>
<p>
The People Operations &amp; Compliance Manager serves as the strategic leader for all human capital, workforce planning, compliance, and organizational effectiveness initiatives at BoxPower. This role partners directly with the CEO, CFO, and executive leadership team to design scalable people systems that support growth, regulatory compliance, safety standards, and company culture. This is both a strategic and hands-on leadership role in a dynamic startup environment. This role reports to the CFO (or VP Business Operations). Direct reports currently include 1 part time HR support role. This role is required to be in person in Grass Valley, CA 3 days each week.</p><br>
<p><b>
Core Responsibilities</b></p>
<p><b>
Strategic Leadership &amp; Organizational Design</b></p><br>
<ul>
<li>Partner with executive leadership on workforce planning and org design</li>
<li>Develop scalable people infrastructure aligned to growth strategy</li>
<li>Lead succession planning and talent calibration (9-Box process)<br>
</li>
<li>Manage quarterly performance management frameworks (QPR cycles)<br>
</li>
<li>Advise leadership on restructuring and/or headcount strategy</li></ul><br>
<p></p>
<p><b>
Compliance &amp; Risk Management</b></p>
<ul>
<li>Oversee multi-state employment law compliance</li>
<li>Lead FLSA classification reviews and wage/hour audits</li>
<li> Manage Workers&rsquo; Compensation strategy and WCIRB audit processes<br>
</li>
<li>Partner with external employment counsel as needed<br>
</li>
<li>Lead internal investigations and ensure risk mitigation protocols<br>
</li>
<li>Partner with operations leaders for safety compliance and EHS vendor partnerships<br>
</li>
<li>Maintain employee handbook and policy architecture aligned to state and federal laws</li></ul><br>
<p></p>
<p><b>
Total Rewards &amp; Compensation Strategy</b></p>
<ul>
<li>Design and maintain compensation bands and pay equity frameworks<br>
</li>
<li>Lead annual merit planning and compensation modeling<br>
</li>
<li>Oversee payroll strategy, tax compliance, and audit readiness<br>
</li>
<li>Manage 401(k), benefits, and COBRA administration</li>
<li>Partner with Finance on payroll forecasting and budget planning</li></ul><br>
<p></p>
<p><b>
Talent Acquisition &amp; Workforce Development</b></p>
<ul>
<li>Own full-cycle talent acquisition strategy and employer branding</li>
<li>Advise hiring managers on workforce planning and role design</li>
<li>Ensure compliant and inclusive hiring practices<br>
</li>
<li>Manage and develop onboarding frameworks and &ldquo;First 90 Day&rdquo; integration planning</li></ul><br>
<p></p>
<p><b>
Culture, Engagement &amp; Change Management</b></p>
<ul>
<li>Lead employee engagement strategy, exit interviews and eNPS measurement<br>
</li>
<li>Develop retention initiatives aligned to survey insights<br>
</li>
<li>Build leadership capability through coaching and training<br>
</li>
<li>Lead change management efforts for organizational transitions<br>
</li>
<li>Design communication strategies for workforce initiatives</li></ul><br>
<p></p>
<p><b>
People Analytics &amp; Reporting</b></p>
<ul>
<li>Manage HR metrics dashboards (retention, engagement, turnover, compensation)<br>
</li>
<li>Support strategic planning with data-driven insights</li></ul><br>
<p></p>
<p><b>
Qualifications</b></p>
<ul>
<li>8+ years progressive HR leadership experience</li>
<li>Experience in multi-state compliance environments</li>
Demonstrated experience in compensation strategy &amp; pay equity analysis<br>
<li>
</li>
<li>Experience advising executive leadership in high-growth environments<br>
</li>
<li>Strong working knowledge of CA employment law<br>
</li>
<li>Experience managing risk, audits, and regulatory compliance<br>
</li>
<li>Strategic thinker with hands-on execution capability<br>
</li>
<li>Exceptional communication and executive presence</li></ul></div>

People Operations & Compliance Manager

The Cigna Group

<p></p><div><p><b>Job Description Summary:</b></p><p></p><p>
Responsible for planning, organizing, and leading project/program objectives within scope, time, quality, and budget constraints.</p><p>
Leads HIH site is building the Workforce for the Future. Creating enterprise-mindset and learning culture, development of the strategy for cross-team incubation, re-skilling and upskilling talent and workforce management. This role will be responsible for management of critical skills inventory needed for scalability. Will have local industry expertise and conduct market research, to evolve knowledge management strategies.</p><p></p><p>
This role will ensures project results meet requirements regarding technical quality, reliability, schedule and cost. Guides multiple departments within a functional area or multiple departments across several functional areas. Executes and enables the strategy set by business segment management and integrates policy across several departments.</p><p></p><p><b>
JOB DESCRIPTION</b></p><p>
The Resource Management Senior Manager for the Hyderabad Innovation Center is a critical role in helping establish and drive structure and process site. Work directly with HIH Site Operations Lead, to build scalability and create Knowledge Management/Repository, <i>Workforce For Future.
</i></p><p></p><p>The Resource Management Senior Manager will lead enterprise-wide workforce strategy, talent enablement, and resource optimization initiatives. This role focuses on building a future-ready workforce through training, reskilling, knowledge management, and strategic partnerships with academia. The position also reinforces organizational culture and values while ensuring a robust talent pipeline and bench strength.</p><p></p><p>
Position Responsibilities:</p><ul><li>
Provides direction and leadership in Project Management for the Hyderabad Innovation Center.</li><li>
Responsible for establishing a program for cross-team incubation, re-skilling and upskilling talent and workforce management.</li><li>
Design and implement learning programs to enhance workforce capabilities.</li><li>
Utilizes Project Management methodologies to manage the projects, incorporate and track changes, aligning key considerations around timing, scope, deliverables, program cadence, and measures of success (KPI&rsquo;s).</li><li>
Must have a value realization mindset and engages both key stakeholders and delivery teams in understanding of the business value, the alignment of business outcomes to the project outcomes and assurance that business expectations on value outcomes are achieved.</li></ul><ul><li>
Implement structured programs for career progression and skill enhancement.</li><li>
Develop initiatives to build the workforce of the future through research and innovation tie-ups.</li><li>
Provide thought leadership and governance activities to drive delivery efficiencies</li><li>
Develop recurring and ad-hoc key stakeholders and Sr. leadership update materials.</li><li>
Evaluates the resources needed to accomplish the objectives within the agreed timeframe and establishes the staffing plan for each project.</li><li>
Optimize productivity by facilitating the design and implementation of an end-to-end resource demand plan through off- boarding process.</li><li>
Possesses interpersonal skills necessary to build commitment to the projects and negotiate compromises, and resolve conflicts, as needed.</li><li>
Communicate effectively with stakeholders at all levels, providing regular updates on transformation progress, project milestones, and strategic plan developments.</li><li>
Partner with other core members of the leadership team to identify gaps, program risks, interdependencies, and strategies to successfully mitigate.</li></ul><p></p><p><b>
Qualifications/Functional Competencies:</b></p><ul><li>
Bachelor&rsquo;s degree or equivalent experience, 16+ years of growth, innovation and project management experience leading large cross functional initiatives.</li><li>
Expertise in workforce planning, talent enablement, and resource optimization.</li><li>
Learning &amp; development frameworks, knowledge management systems, and certification programs.</li><li>
Must have local industry expertise and conduct market research, to evolve knowledge, innovation and workforce/talent strategies.</li><li>
Experience with transformation roadmap design and development.</li><li>
Healthcare or Technology experience is preferred.</li><li>
Strong organization, and planning skills, versatile team player</li><li>
Strong data analysis and benchmarking skills</li><li>
Demonstrated effectiveness operating in a highly matrixed organization.</li><li>
Ability to work in a fast-paced environment with various key priorities.</li><li>
Proven track record of delivering results and monitoring deliverables.</li><li>
Excellent communication, and interpersonal skills, with the ability to collaborate effectively with cross-functional teams and stakeholders at all levels of the organization.</li><li>
Experience with stakeholder management</li><li>
Advanced ability to communicate at all levels with clarity and precision both written and verbally.</li><li>
Ability to remove barriers and enable teams to complete objectives</li><li>
Extensive change and release management experience</li><li>
Excellent problem-solving and critical-thinking skills.</li><li>
Executive material creation, experience working with executives.</li></ul><p></p><p><b>
About Evernorth Health Services</b></p><div><div><div><div><div><div><div><p>
Evernorth Health Services, a division of The Cigna Group, creates pharmacy, care and benefit solutions to improve health and increase vitality. We relentlessly innovate to make the prediction, prevention and treatment of illness and disease more accessible to millions of people. Join us in driving growth and improving lives.</p></div></div></div></div></div></div></div></div>

HIH - IT Resource Management Senior Manager

talabat

<div>
 talabat is part of the Delivery Hero Group, the world&rsquo;s pioneering local delivery platform, our mission is to deliver an amazing experience&mdash;fast, easy, and to your door. We operate in over 70+ countries worldwide. Headquartered in Berlin, Germany. Delivery Hero has been listed on the Frankfurt Stock Exchange since 2017 and is part of the MDAX stock market index.
 <br/>
 <br/>
 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Own the end-to-end workforce management function for on-ground fulfillment teams
  </li>
  <li>
   Source, onboard, and manage relationships with local third-party manpower providers, including SLA definition, performance tracking, and penalty enforcement
  </li>
  <li>
   Partner with commercial teams to support new partner pitches and conduct regular performance reviews for existing partners
  </li>
  <li>
   Enable on-ground supervisors with the right system access, tools, and performance dashboards to effectively manage daily operations
  </li>
  <li>
   Manage the picker ecosystem, including system access, logins, and permissions across multiple platforms and portals
  </li>
  <li>
   Own workforce budgeting and monthly shopper cost tracking in alignment with the local P&amp;L
  </li>
  <li>
   Ensure accurate demand forecasting and optimize shift planning and scheduling to meet service levels efficiently
  </li>
  <li>
   Implement, monitor, and enforce SOPs across onboarding, training, performance management, and offboarding processes
  </li>
  <li>
   Drive picker performance management across key metrics such as fill rate, efficiency, attendance, and order quality
  </li>
  <li>
   Track and enforce picker attendance and uniform compliance (where applicable)
  </li>
  <li>
   Investigate, manage, and resolve on-ground workforce issues and disputes raised by partners
  </li>
  <li>
   Identify and implement process improvements and automation opportunities to reduce manual effort and optimize operating costs
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience in Workforce management (in store or regional scope)
  </li>
  <li>
   2-3 years experience in ecommerce, grocery or retail operations
  </li>
  <li>
   Experience in building internal &amp; external partner relationships- Clear communicator with functional teams (commercial, operations, data, logistics)
  </li>
  <li>
   Personable and empathic approach to ways of working
  </li>
  <li>
   Present complex data in a simple and compelling way to stakeholders; painting a picture of problem, scale/root cause of problem (data) and resolution "- Strong collaborator with the ability to build strong relationships with external partners
  </li>
  <li>
   Able to negotiate terms &amp; navigate SLA that suit the overall business
  </li>
  <li>
   Confident in influencing external partners &amp; ensuring that business is sustained with adequate manpower
  </li>
 </ul>
</div>


Assistant Manager Workforce Operations

Black Box

<div><p><b>Role Description:
</b></p><ul><li>Complete ownership and management of workforce management process including Horizontal resource management, staffing and contractual hiring.
</li><li>Accountable for resolving all escalations regarding resource management with Horizontal Heads and HR functions.
</li>Lead performance management of resource coordinators across horizontals; ensure adherence to SLA, bench movement, and fulfillment accuracy.<br>
<li>
</li></ul><p></p><p><b>Key Responsibilities:
</b></p><ul><li>Governance of resource management processes and conflict resolution.
</li><li>Ensure strict adherence to guidelines for staffing resources on a project basis the account revenue, margin profile, billability and utilization requirements.
</li><li>Conduct weekly reviews with delivery teams on staffing requirements, resource release/extensions, critical requirements, bench resource movement and corrective actions.
</li><li>Review of low/partial billable resources with ADMs and Horizontal Heads; holds final authority to pull back resource to bench basis guidelines defined in the bench policy.
</li><li>Resolve issues related to project staffing and exceptions; resolve staffing conflicts between projects.
</li><li>Ensure process consistency across all resource coordinators in terms of deployment planning, documentation, and exception handling.
</li><li>Approve staffing and bench exception request; ensure adherence to bench policy guidelines for proactive resource deployment planning through virtual pools.
</li><li>Establish a strategic approach for managing resource pools across the Delivery organization.
</li><li>Define and roll out sourcing, staffing strategy &amp; key initiatives and lead the execution plan for the year.
</li><li>Establish and manage the team of horizontal dedicated resource coordinators; establish strategic direction of contract workforce planning and program.
</li><li>Establish automated tools for tracking and managing the staffing process starting from resource requisitions to fulfilment.
</li><li>Oversee and lead contractor management function: Ensure efficient use of external contractors.
</li><li>Oversee demand forecast, supply and fulfillment planning.
</li><li>Ensure adequate resource supply chain through each fulfilment channel including freshers, bench, rotation, contracting &amp; hiring with a view to maximize revenue realization.
</li><li>Participate in vertical-level planning discussions with ADMs to align on upcoming demand, capability gaps, and critical skills.
</li><li>Develop annual plan for hiring, onboarding and allocation of new recruits to various accounts and update it, quarter-on-quarter, as required.
</li><li>Work with HR on work planning for recruitment team basis open demand and criticality considerations.
</li><li>Oversee management of bench resources.
</li>Track bench movement &amp; utilization patterns across horizontals; ensure at-risk profiles are flagged &amp; actioned weekly; right engagement and billing plan for bench employees.<br>
<li>
</li></ul><p></p><p><b>Key Interfaces:
</b></p><ul><li>Coordinate with Sales, Delivery &amp; HR for developing yearly recruitment &amp; skill development plans.
</li><li>Work with ADMs and Service Area Head to ensure adherence to staffing norms.
</li><li>Engage with ADMs and Service Area Heads to resolve issues related to project staffing.
</li><li>Liaise with HR department for recruitment planning.
</li>Review Resource Coordinator performance metrics, TAT &amp; bench utilization trends to identify improvement areas.<br>
<li>
</li></ul><p></p><p><b>Key Metrics:
</b></p><ul><li>KPIs
</li><li>Bench cost
</li><li>% On-time fulfilment
</li><li>Internal CSAT
</li>Contractor-to-internal fulfillment ratio<br>
<li>
</li></ul><p></p><p><b>Key Result Areas (KRAs):
</b></p><ul><li># On/Offsite resources on bench
</li><li>Billing loss due to delayed fulfillment
</li><li>Avg. days for staffing a position
</li><li>% of open positions fulfilled internally
</li><li>Cost optimization - contractor management</li></ul></div><p></p>

Workforce Management Leader

The Jackson Laboratory

<div><p>Reporting to the Senior Director, Talent Management the Talent Management Partner will collaborate with HR Business Partners (HRBPs) and business leaders across The Jackson Laboratory, ensuring the organization has the right people, skills, and talent plans to achieve its mission. This role combines workforce planning, performance management, and career development with a focus on designing and implementing scalable talent solutions for the organization. This position will play a critical role in advancing our Talent Management portfolio by developing, monitoring, and executing programs within our annual talent framework in collaboration with HR Centers of Excellence (COEs), HRBPs, and business leaders.</p><p></p><p>
What you&rsquo;ll do:</p><ul><li><p>
Build a deep understanding of each business function&rsquo;s strategic priorities and identify talent strengths and gaps that impact business continuity.
</p></li><li><p>Implement and support enterprise-wide talent management strategies, including performance management, succession planning, talent assessments, development planning and data analytics.
</p></li><li><p>Track and report key performance indicators (KPIs) to measure program effectiveness and identify trends that inform talent optimization.
</p></li><li><p>Understand and anticipate the need for change and build the case for transformation while identifying dependencies and options to mitigate risk.</p></li><li><p>
Identify retention risks in order to coach leaders and employees on career development solutions, including career lattices, development frameworks, and skill/behavioral assessments.
</p></li><li><p>Collaborate with COEs to connect workforce planning trends with talent acquisition, learning, inclusion &amp; belonging and compensation best practices.
</p></li><li><p>Lead key HR projects and initiatives from research through execution, applying change management principles to ensure sustainability.
</p></li><li><p>Create and deliver presentations and events that sustain talent initiatives for the organization.</p></li></ul><p></p><p>
What you're good at:</p><ul><li><p>
A strategic thinker who brings fresh, data-driven ideas to talent management and translates complex goals into actionable people strategies.
</p></li><li><p>Experienced in advising senior leaders and building influence across diverse stakeholders using compelling storytelling.
</p></li><li><p>Adept at leading without authority and driving alignment around key concepts and initiatives with stakeholders.</p></li><li><p>
Proficient in HR and talent management systems and eager to explore emerging technologies (e.g., Workday Succession Planning and Talent Management Modules, AI-enabled talent tools).
</p></li><li><p>Eager to roll up sleeves and build and/or improve talent solutions to sustain HR initiatives for future impact.</p></li><li><p>
Highly organized multi-tasker with a strong sense of urgency and customer focus.
</p></li><li><p>Exceptional in presentation and facilitation skills (virtual and in-person), with the ability to engage leaders and employees effectively.
</p></li><li><p>Strong PowerPoint preparation skills</p></li></ul><p></p><p>
What you have:</p><ul><li><p>
Bachelor&rsquo;s degree in human resources, business, or a related field.</p></li><li><p>
Minimum of 6-8 years of progressive experience in HR and/or Talent Management experience required, with Talent Acquisition skills preferred.</p></li><li><p>
Fluent in HR and talent management systems, preferably Workday HRIS modules.</p></li><li><p>
Demonstrated success implementing talent programs in complex organizational environments.</p></li><li><p>
Proven facilitation skill to communicate talent initiatives and talent analytics using effective change management strategies.</p></li><li><p>
Occasional travel required (approximately 10-25%).</p></li></ul><p></p><p>
Pay Range: $85,987 - $143,962 based on total years of related experience</p><p></p><p><b>
About JAX:</b></p><p>
The Jackson Laboratory is an independent, nonprofit biomedical research institution with a National Cancer Institute-designated Cancer Center and nearly 3,000 employees in locations across the United States (Maine, Connecticut, California), Japan and China. Its mission is to discover precise genomic solutions for disease and empower the global biomedical community in the shared quest to improve human health.</p><p></p><p>
Founded in 1929, JAX applies over nine decades of expertise in genetics to increase understanding of human disease, advancing treatments and cures for cancer, neurological and immune disorders, diabetes, aging and heart disease. It models and interprets genomic complexity, integrates basic research with clinical application, educates current and future scientists, and provides critical data, tools and services to the global biomedical community. For more information, please visit www.jax.org.</p><p></p><p><b>
EEO Statement:</b></p><p><i>
The Jackson Laboratory provides equal employment opportunities to all employees and applicants for employment in all job classifications without regard to race, color, religion, age, mental disability, physical disability, medical condition, gender, sexual orientation, genetic information, ancestry, marital status, national origin, veteran status, and other classifications protected by applicable state and local non-discrimination laws.</i></p></div>

Talent Management Partner - Remote with Travel

Robots & Pencils

<div>
 <p>
  <strong>
   Company Overview
  </strong>
 </p>
 <p>
  Robots &amp; Pencils is a digital innovation consulting firm that partners with organizations to solve meaningful, complex problems through technology, design, and engineering. We move fast, work at the edge of what&rsquo;s possible, and rely on exceptional people to deliver for our clients.
 </p>
 <p>
  <br/>
 </p>
 <p>
  As we continue to scale, we&rsquo;re ready to move from a reactive, just-in-time hiring model to a predictable, strategic, and business-aligned resourcing function &mdash; and this role will lead that transformation.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Position Overview
  </strong>
 </p>
 <p>
  This is a build-and-lead role.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Today, recruiting and resourcing are largely reactive &mdash; driven by urgent needs, shifting priorities, and limited forecasting. That approach has helped us move quickly, but it&rsquo;s no longer sustainable for where we&rsquo;re headed.
 </p>
 <p>
  <br/>
 </p>
 <p>
  We&rsquo;re looking for a senior leader who can design and implement a best-in-class resourcing and recruiting function &mdash; one that brings clarity, discipline, and foresight while still supporting a fast-moving consulting business.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Reporting to the VP of People &amp; Talent, and leading a team of 5+ professionals at various levels, you&rsquo;ll establish the strategy, operating model, and standards for how we plan, hire, and deploy talent &mdash; while also rolling up your sleeves to stabilize execution in the near term.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Key Responsibilities:
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Build the Resourcing &amp; Recruiting Operating Model
  </strong>
 </p>
 <ul>
  <li>
   Design and implement an end-to-end resourcing and recruiting model that moves the organization from reactive to planned and predictable.
  </li>
  <li>
   Introduce structure, prioritization, and decision frameworks to replace ad-hoc, just-in-time hiring.
  </li>
  <li>
   Establish clear roles, ownership, and expectations across recruiting, hiring managers, and business leaders.
  </li>
  <li>
   Build a cohesive resourcing and recruiting model that is tightly integrated and complementary to the employee lifecycle, ultimately supporting smooth talent deployment.
  </li>
 </ul>
 <p>
  <strong>
   Strategic Workforce &amp; Capacity Planning
  </strong>
 </p>
 <ul>
  <li>
   Partner with Delivery, Sales, and Finance to forecast talent needs based on pipeline, client demand, and delivery capacity.
  </li>
  <li>
   Translate business demand into realistic hiring plans that balance speed, quality, and cost.
  </li>
  <li>
   Help leadership navigate bench vs. hire-ahead tradeoffs with data and insight.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Recruiting Excellence &amp; Consistency
  </strong>
 </p>
 <ul>
  <li>
   Design and establish a standardized recruiting processes, tools, and hiring practices across the organization.
  </li>
  <li>
   Improve quality of hire, time-to-fill, and candidate experience &mdash; without burning out the team.
  </li>
  <li>
   Ensure recruiting practices scale effectively across technical, consulting, and professional roles.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Leadership &amp; Team Development
  </strong>
 </p>
 <ul>
  <li>
   Lead, coach, and develop the recruiting and resourcing team through change and a rapidly change environment.
  </li>
  <li>
   Set clear priorities and expectations in an environment that has historically been urgent and fragmented.
  </li>
  <li>
   Build confidence and capability within the team to act as strategic partners, not order-takers.
  </li>
  <li>
   Define standardized operating practice that ensure consistent and effective delivery regardless of the area of the business being served.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Hiring Manager Partnership
  </strong>
 </p>
 <ul>
  <li>
   Reset expectations with hiring leaders around what great recruiting looks like &mdash; and what it requires.
  </li>
  <li>
   Provide clarity on timelines, tradeoffs, and market realities.
  </li>
  <li>
   Act as a trusted advisor who brings calm, data, and judgment into high-pressure hiring decisions.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Data, Metrics &amp; Visibility
  </strong>
 </p>
 <ul>
  <li>
   Define and track meaningful recruiting and resourcing metrics (capacity, demand, time to fill, pipeline health, quality of hire).
  </li>
  <li>
   Improve visibility so leaders can make informed decisions rather than reacting to surprises.
  </li>
  <li>
   Translate data into insight-driven narratives that drive continuous improvement &mdash; not just report on it.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Change Leadership
  </strong>
 </p>
 <ul>
  <li>
   Lead the organization through a mindset shift from urgency-driven hiring to thoughtful planning.
  </li>
  <li>
   Bring credibility, clarity, and empathy to change &mdash; acknowledging what&rsquo;s worked while building what&rsquo;s needed next.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Candidate Qualifications:
  </strong>
 </p>
 <p>
  <strong>
   Experience &amp; Background:
  </strong>
 </p>
 <ul>
  <li>
   10+ years in talent acquisition and/or resourcing in a consulting, professional services, delivery-based or similar environment, with progressive leadership responsibility.
  </li>
  <li>
   Proven experience leading teams through change.
  </li>
  <li>
   Strong understanding of consulting or project-based delivery models.
  </li>
  <li>
   Deep knowledge of recruiting markets for technical, professional and delivery roles.
  </li>
  <li>
   Technically savvy, including experience with communications systems such (ex. Slack and SharePoint).
  </li>
  <li>
   Excellent leadership, coaching, and communication skills.
  </li>
  <li>
   Willingness and ability to jump in on recruiting assignments if needed.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   You are someone who:
  </strong>
 </p>
 <ul>
  <li>
   Has built or significantly transformed a recruiting and resourcing function before &mdash; ideally in consulting, professional services, or a delivery-based environment.
  </li>
  <li>
   Is comfortable stepping into ambiguity and creating order without over-engineering.
  </li>
  <li>
   Can balance strategy with hands-on execution, especially in the early phases.
  </li>
  <li>
   Knows how to influence senior leaders, reset expectations, and say &ldquo;not yet&rdquo; or &ldquo;not like this&rdquo; when needed.
  </li>
  <li>
   Uses data to inform decisions but understands the human dynamics of hiring and delivery.
  </li>
  <li>
   Leads with calm, credibility, and pragmatism &mdash; especially when things are messy.
  </li>
  <li>
   Proactively anticipate business needs by deeply understanding company strategy and translating it into forward-looking talent and resourcing plans.
  </li>
 </ul>
 <p>
 </p>
</div>


Director, Talent Attraction & Resourcing

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