Job SummaryThe Strategic Workforce Planning (SWP) Senior Manager leads the development and execution of workforce planning strategies across the enterprise, anchored in organizational goals and the future of work. This role partners with HRBPs, corporate strategy, and business leaders to define workforce needs, build SWP capability, and shape the organization's approach to AI-driven talent strategy.
ResponsibilitiesEnterprise WFP Strategy
- Define and implement the enterprise-wide approach to Strategic Workforce Planning, anchored in organizational goals and objectives
- Develop and maintain the SWP framework, methodology, and governance model to drive consistency and quality across business units
- Translate business strategy into long-range workforce planning priorities, incorporating workforce of the future and AI-driven work transformation insights
Consultative Partnership
- Provide consultative support to HRBPs in defining Business-Unit WFP needs, translating business goals into actionable workforce strategies
- Partner with senior leaders to signal talent choices and implications of strategic decisions, including workforce transformation, AI adoption, and organizational redesign
- Act as a subject matter expert on SWP best practices, methodologies, and emerging trends
- Build SWP capability across the People team, coaching HRBPs and Workforce Insight partners on workforce planning processes
Enterprise Consolidation & Reporting
- Consolidate Business-Unit WFP outputs to create an integrated enterprise-wide workforce view for the Board, Executive Team, and key stakeholders
- Manage the enterprise workforce planning calendar, ensuring timely and high-quality WFP cycles are executed across the organization
- Develop clear executive narratives translating complex workforce data into actionable strategic insights for leadership
- Track and report on key workforce planning metrics, trends, and KPIs to inform enterprise talent decisions
- Continuously evolve reporting frameworks to reflect shifting business priorities and workforce dynamics
Headcount & Financial Planning Integration
- Partner closely with Strategy and Finance to integrate workforce plans into annual and multi-year headcount budgeting cycles, ensuring alignment between people strategy and financial planning
- Serve as the HR lead in headcount planning processes, translating workforce demand signals into approved headcount budgets and org cost models
- Develop and maintain workforce cost models that reflect span of control, role mix, location strategy, and workforce composition (FTE, contractor, contingent) to support financial decision-making
- Collaborate with Finance to build headcount forecasting models that account for attrition, internal mobility, hiring timelines, and productivity ramp, enabling more accurate cost projections
- Support business leaders and HRBPs in translating strategic priorities into headcount investment cases, with clear linkage to business outcomes and ROI
- Provide ongoing headcount variance analysis - tracking actuals vs. plan - and surface insights to HR and Finance leadership to inform in-year decisions and future planning cycles
Workforce Demand & Supply - Strategic Interpretation
- Serve as the primary business-facing interpreter of demand and supply model outputs, translating quantitative forecasts produced by the SWP Operations team into clear workforce strategies and leadership recommendations
- Partner with the SWP Operations Senior Manager to define the business questions and planning scenarios that should be modelled, ensuring analytical priorities are driven by strategic need
- Apply demand and supply insights to inform build/buy/borrow/automate decisions, working with HRBPs and business leaders to sequence and prioritize workforce actions
- Communicate workforce gap analyses and scenario outcomes to senior stakeholders in a way that drives decision-making, not just awareness
- Ensure modeling outputs are connected to tangible talent strategies - acquisition, development, redeployment, or restructuring - and tracked through to implementation
HRBP Capability Building & Change Management
- Own the design and delivery of an SWP capability building program for HRBPs, equipping them to lead Business-Unit workforce planning conversations with confidence and rigor
- Develop practical tools, frameworks, and playbooks that enable HRBPs to conduct workforce analyses, identify talent gaps, and translate business strategy into workforce needs independently
- Partner with HR Learning and OD teams to embed SWP skills into the broader HR capability agenda, ensuring workforce planning is treated as a core HR competency
- Lead the change management strategy for SWP adoption across the enterprise; building awareness, engagement, and buy-in among HRBPs, business leaders, and People team stakeholders
- Identify and develop a network of SWP champions across business units to drive local adoption of workforce planning practices and sustain momentum beyond central team capacity
- Establish feedback loops with HRBPs and business leaders to continuously improve the relevance, usability, and impact of SWP tools and processes
- Measure and report on SWP maturity and adoption across the enterprise, using insights to prioritize where additional capability investment or hands-on support is needed
AI & Future of Work Strategy
- Contribute to the development of the enterprise Workforce of the Future strategy, incorporating AI, automation, and emerging work models
- Help define the strategic approach to understanding AI's impact on workforce composition, skills requirements, and talent sourcing strategies
- Partner with Technology, Finance, and Operations leaders to align workforce strategy with AI adoption roadmaps and digital transformation initiatives
- Monitor external workforce trends, labor market signals, and competitive intelligence to inform proactive workforce strategies (in partnership with Talent Intelligence team)
Qualifications- 7+ years of progressive HR experience with a focus on Strategic Workforce Planning, HR strategy, or organizational effectiveness
- Bachelor's degree in HR, Business, or a related field required; Master's degree an advantage
- Experience contributing to workforce planning strategies in complex, matrixed organizations
- Experience partnering with HR and business stakeholders to support talent strategy and workforce decisions
- Strong understanding of AI's impact on workforce design, skills evolution, and future of work trends
- Demonstrated experience in workforce demand and supply modeling at a working level; ability to interpret and apply model outputs to business decisions
- Strong financial acumen; experience working with Finance or FP&A on headcount budgeting, cost modeling, and workforce investment cases
- Experience designing and delivering capability building programs, learning interventions, or change management initiatives within an HR or people function
- Familiarity with workforce planning tools, HR technology, and people analytics platforms
- Ability to work collaboratively across HR, Finance, Technology, and Operations stakeholders
Skills and Attributes
- Strong strategic thinking and ability to connect long-term business vision to workforce implications
- Excellent communication and storytelling skills; Strong executive presence; ability to synthesize complex data into clear, compelling narratives for diverse audiences
- Consultative and influencing skills; credible partner to senior business and HR leaders
- Proven change management capability; able to drive adoption of new frameworks and ways of working across a complex, matrixed organization
- Collaborative relationship builder with high emotional intelligence and ability to navigate ambiguity
- Intellectual curiosity and passion for the future of work, AI, and workforce transformation
- Comfortable working with quantitative outputs and translating analytical insights into strategic action, without necessarily building the models directly
- Comfort with ambiguity; ability to design strategy in a rapidly evolving environment
The targeted pay range for this position in the following location is / locations are:
Canada - Toronto Office TRO : 139,000 - 209,000 CAD / Annual
United States - Dallas Infomart Office DAI : 136,000 - 204,000 USD / Annual
Our pay ranges reflect the minimum and maximum target for new hire pay for the full-time position determined by role, level, and location.
The pay range shown is based on our compensation structure in place at the time of posting and may be updated periodically based on business needs. Individual pay is based on additional factors including job-related skills, experience, and relevant education and/or training.
The targeted pay range listed reflects the base pay only and does not include bonus, equity, or benefits. Employees are eligible for bonus, and equity may be offered depending on the position.
Equinix BenefitsAs an employee, you become important to Equinix's success. We ensure all your benefits are in line with our core values: competitive, inclusive, sustainable, connected and efficient. We keep them competitive within the current marketplace to ensure we're providing you with the best package possible. So, wherever you are in your career and life, you'll be able to enhance your experience and bring your whole self to work.
Employee Assistance Program: An Employee Assistance program is available to all employees.
US Benefits: - Insurance: You may enroll in health, life, disability and voluntary plans that are designed for you and your eligible family members. - Retirement: You and Equinix may contribute to a retirement plan to help you plan for your financial future. - Paid Time Off (PTO) and Paid Holidays: You will receive an accrued amount of PTO each pay period along with various paid holidays for you to rest and recharge. Eligibility requirements apply to some benefits. Benefits are subject to change and may be subject to specific plan or program terms.Canada Core Benefits: - Insurance: You may enroll in healthcare coverage that is designed to complement the provincial healthcare system, along with life, disability and optional benefit plans that are designed for you and your eligible family members. - Retirement: You may also enroll in Equinix-sponsored retirement or savings plans: Defined Contribution Pension Plan (DCPP), Group Retirement Savings Plan (RRSP) and Tax-Free Savings Plan (TSFA). - Vacation and Paid Holidays: Equinix offers both vacation and personal time, along with various paid holidays for you to rest and recharge. Eligibility requirements apply to some benefits. Benefits are subject to specific plan or program terms, and to change at Equinix discretion.
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