About This Role:At Crusoe, the
Strategic Workforce Planning Partner serves as the central hub connecting business strategy, financial reality, and people execution. This role exists to close the gap between future business requirements and current People function initiatives. You will provide business leaders with a single, trusted point of contact for all workforce decisions-ranging from incremental hiring to comprehensive organizational redesign.
This is a high-impact, intersectional role that acts as both the workforce planning operating system and the resourcing function for the business. You will sit at the crossroads of
Business Operations (BizOps) to define demand,
Finance to manage budget guardrails, and the
People Function to oversee talent supply. You will initially embed within the Digital Infrastructure Group (DIG) to stabilize and scale their workforce model before expanding the framework to Manufacturing and SG&A. This role is on-site at our
San Francisco office.
What You'll Be Working On:- Dynamic Workforce Strategy & Forecasting: Build and maintain rolling headcount plans mapped to confirmed projects and operational milestones. Prevent over-hiring by staging recruitment to project timing.
- Scenario Modeling: Develop high-impact models for accelerated growth, delayed deals, and labor constraints to support real-time executive decision-making.
- Operational Translation: For DIG and Manufacturing, translate production schedules and site ramp timelines into specific labor demand forecasts, including crew builds and shift coverage.
- Resource Deployment & Project Staffing: Stage talent against confirmed projects. Manage staff inflow and outflow across projects to maintain high utilization and minimize "bench time."
- Project Rolloff Strategy: Own the strategy for project sunsets, including reassignment, internal transfers, or severance, applying standard practices for infrastructure delivery.
- Cross-Functional Coordination: * BizOps: Align workforce plans to production targets and deployment schedules.
- Finance: Provide bottom-up workforce inputs to ensure plans stay within financial guardrails.
- Talent Acquisition (TA): Define hiring sequences and priorities based on business urgency.
- Employee Success (ESPs): Partner with HRBPs to provide clarity on organizational changes and role intent.
- Constraint Integration: Incorporate real-world variables such as labor market availability and physical site capacity to ensure hiring targets are achievable.
What You'll Bring to the Team:- Experience: 5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps. Experience in high-growth infrastructure, construction, or manufacturing is ideal.
- Analytical Rigor: Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models.
- Stakeholder Management: Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign.
- Systems Fluency: Familiarity with position management systems (e.g., Workday) and workforce modeling tools.
- Strategic Perspective: Ability to operate "upstream" to shape organizational direction while coordinating effectively with "downstream" teams for execution.
- Safety and Compliance: This position is designated a safety-sensitive position and/or is located in a safety-sensitive facility. Drug and alcohol program participation is required.
Bonus Points:- Advanced certification in Workforce Planning (e.g., SWPP) or an MBA.
- Experience implementing headcount management or resource planning software from scratch.
- Background in management consulting with a focus on organizational design or human capital.
- Familiarity with labor laws and staffing nuances in the construction or energy sectors.
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 $125,000 -$150,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data.
