About the Role:We are seeking a Director, Workforce Planning & Organizational Design to build and lead Crusoe's enterprise workforce planning capability and help shape how our organization scales.
This leader will partner closely with Finance, People, and business leaders to translate business priorities into workforce plans, investment decisions, organizational structures, and operating models. The role spans long-range strategic workforce planning, annual headcount planning, and organizational design, ensuring we have the right talent, capabilities, and organizational structures to support business growth and execution.
You will advise leaders on where to invest in talent, how to plan for future workforce needs, and how to structure teams for effectiveness and scale. You will also establish the planning processes, frameworks, and governance needed to make workforce decisions more consistent, data-driven, and financially disciplined.
Success in this role requires close partnership with Finance, People Success, Talent Management, Compensation, Recruiting, People Operations and People Science & Workforce Intelligence. You will bring specialized workforce planning and organizational design expertise to help business and functional leaders make informed decisions, while ensuring clear ownership and accountability across teams.
What You'll Be Working On:- Strategic Workforce Planning
- Lead enterprise strategic workforce planning, translating company strategy, growth forecasts, and operational priorities into multi-year workforce strategies and capability requirements.
- Establish a continuous planning process, anchored by biannual planning cycles, quarterly business reviews, and ongoing monitoring of workforce trends, risks, and business needs.
- Partner with Finance and business leaders to forecast workforce demand, assess supply and capacity, identify capability gaps, and model alternative workforce scenarios.
- Evaluate workforce composition, talent deployment options, and build-versus-buy scenarios in partnership with business and functional leaders.
- Partner with Finance, Compensation, Recruiting, and Workplace to inform geographic workforce strategy, balancing talent availability, labor costs, office capacity, and business needs to guide long-term workforce investment decisions.
- Partner with Talent Management to connect workforce plans with performance insights, succession planning, internal mobility, and talent development strategies, ensuring workforce decisions reflect current capabilities and future business needs.
- Translate long-range workforce strategies into recommendations that inform hiring plans, capability development, organizational design, and workforce investments.
- Operational Workforce & Headcount Planning
- Own the enterprise workforce planning framework, connecting long-range strategies with annual budgets, quarterly forecasts, and in-year workforce decisions.
- Serve as a key People partner to Finance, establishing workforce planning methodologies, assumptions, and operating rhythms aligned with financial planning governance.
- Partner with People Success, Finance, Recruiting, and business leaders to develop and maintain integrated headcount plans aligned with financial targets and business priorities.
- Facilitate workforce prioritization and trade-off discussions with Finance, People Success, and business leaders, supported by scenario modeling to inform staffing levels, hiring timing, and resource allocation.
- Monitor plan performance, analyze variances, and recommend adjustments as business needs evolve, connecting approved plans to recruiting execution and workforce reporting.
- Organizational Design & Operating Models
- Advise business and People leaders on organizational design, structure, and effectiveness as Crusoe scales.
- Lead organizational assessments and design engagements in partnership with People Success and business leaders, evaluating spans and layers, management structures, role clarity, decision rights, accountability, and capacity.
- Partner with business leaders and People Success to develop and evaluate operating models that align organizational capabilities, workflows, governance, and talent with business strategy.
- Identify opportunities to simplify structures, improve organizational effectiveness, and strengthen cross-functional execution.
- Support organizational transformations, new capabilities, functional redesigns, and integration activities arising from growth, international expansion, and acquisitions.
- Translate design recommendations into practical implementation plans with business leaders and People partners.
- Workforce Intelligence & Enterprise Partnership
- Partner with People Science & Workforce Intelligence, Finance, and business leaders to develop forward-looking insights on workforce capacity, productivity, cost, organizational efficiency, and talent needs.
- Apply quantitative analysis, scenario planning, and business judgment to complex workforce decisions, making assumptions, risks, and trade-offs transparent.
- Develop executive-ready recommendations that connect workforce and organizational choices to financial outcomes and operational performance.
What You'll Bring to the Team:- 10+ years of progressive experience in strategic workforce planning, organizational design, business strategy, strategic finance, management consulting, or related disciplines, including significant experience advising senior leaders.
- Demonstrated experience leading both long-range strategic workforce planning and operational headcount planning in complex, rapidly scaling organizations.
- Deep expertise in organizational design and operating models, including structural analysis, organizational effectiveness, governance, and decision rights.
- Strong financial and commercial acumen, with the ability to partner fluently with FP&A on budgets, forecasts, workforce costs, and investment trade-offs.
- Advanced analytical capabilities in workforce modeling, demand and capacity forecasting, scenario analysis, and evidence-based decision-making.
- Experience building scalable planning frameworks, governance, and processes in evolving or ambiguous environments.
- Exceptional consulting, influencing, facilitation, and executive communication skills, with the ability to translate complex analysis into clear business recommendations.
- A builder's mindset, intellectual curiosity, sound judgment, and the ability to move seamlessly between enterprise strategy, detailed planning, and hands-on execution.
Bonus Points- Experience in technology, cloud infrastructure, engineering, manufacturing, energy, or other capital-intensive or high-growth environments.
- Background in management consulting, corporate strategy, strategic finance, or a sophisticated strategic workforce planning function.
- Familiarity with Workday or other workforce and headcount planning tools.
- Experience with international workforce planning, location strategy, M&A, or organizational integration.
- Academic background in human resources, organizational effectiveness, industrial-organizational psychology, economics, business analytics, or a related discipline.
Benefits:- Competitive compensation and equity packages
- Restricted Stock Units
- Paid time off, paid holidays & leave of absence programs
- Comprehensive health, dental & vision insurance
- Employer contributions to HSA account
- Paid parental leave
- Paid life insurance, short-term and long-term disability
- Professional development & tuition reimbursement
- Mental health & wellness support
- Commuter benefits (parking & transit)
- Cell phone stipend
- 401(k) Retirement plan with company match up to 4% of salary
- Volunteer time off
- Global travel insurance & emergency assistance
- Daily meals allowance
- Additional perks & programs specific to location
Compensation RangeCompensation will be paid in the range of up to $215,000 - $255,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data.
