ABOUT THIS ROLE Audible's People & Places HRBP team is seeking a Senior Workforce Strategist & HRBP, a hybrid role centered on workforce planning expertise and strategic HR business partnership. You'll serve as a trusted advisor in driving end-to-end workforce planning: building models, running multi-scenario analyses, forecasting, and translating long-range business plans into actionable strategies. You will partner to translate business strategy into talent decisions, driving data informed planning that optimizes size, structure, location and capability. This role is both strategic and hands-on. You'll drive shaping workforce planning strategies alongside Sr HRBPs and business leaders that ensure the right talent, in the right roles, at the right time. You'll partner through org design, coaching and change management as a secondary function. You bring experience in workforce analytics, headcount modeling, scenario planning, and cross-functional collaboration. If you thrive at the intersection of people strategy, data, business insight, and people decisions in a fast-paced, creative environment, and want to be part of Audible's AI-forward strategy and navigate the people side of AI transformation, we'd like to speak with you. As a Senior Workforce Strategist & HR Business Partner, you will... - Drive end-to-end strategic workforce planning-headcount modelling, talent supply/demand analysis, scenario planning-to support multi-year business objectives - Develop and execute 1- and 3-year workforce plans aligned to operational planning cycles, partnering with HR, Finance, and business leadership to ensure the right roles, levels, and locations to deliver on goals - Drive location strategy decisions-geographic expansion, consolidation, and distributed team design. - Leverage workforce planning analytics and behavioral insights to deliver data-informed recommendations that accelerate innovation and enhance customer experience at acceptable cost - Design and implement organization structures that optimize for speed, efficiency, and scalability across tech and non-tech functions, including spans & layers analysis, role ratio optimization, and cost modelling - Develop AI talent strategies and frameworks, forecasting AI skill needs - Conduct organizational assessments to identify structural gaps, span of control considerations, talent distribution patterns, redundancies, and opportunities to streamline decision-making and improve overall org health; present recommendations to Audible's C-Suite leaders - Define and track metrics that influence stakeholders, measure success, and surface workforce trends, informing strategic direction. - Serve as a trusted strategic advisor to senior leaders across tech and non-tech orgs, translating business strategy into people strategy that drives performance and sustainable growth - Provide candid leadership coaching to help managers build high-performing, inclusive teams - Lead org design and change management with empathy and rigor-finding creative paths forward when playbooks don't exist - Anticipate challenges by staying close to the business, diagnosing root causes early, and delivering adaptive, lasting solutions - Strengthen performance, engagement, and retention through lightweight, scalable processes aligned to how Audible operates - Drive improvements to talent mechanisms-promotion, calibration, succession, and talent review-in partnership with HRBPs, COEs, and cross-functional leaders - Partner on leading change management within AI transformation - helping teams embrace AI tools while maintaining a people-first approach - Recognize when solutions require additional technical guidance and advocate for resources by influencing cross-functional teams.