Sr. Workforce Planning Manager

Job description

HADRIAN - MANUFACTURING THE FUTURE Hadrian is building autonomous factories to reindustrialize America. By combining AI, advanced software, robotics, and full-stack manufacturing, we help aerospace and defense companies build rockets, satellites, aircraft, ships, and other mission-critical systems up to 10x faster and at significantly lower cost. Following our $1.37B Series D at a $7.87B valuation, Hadrian is rapidly expanding our manufacturing footprint, launching new capabilities across welding, casting, forging, electronics, additive manufacturing, and more, while scaling our Factory-as-a-Service platform to transform how critical products are built. Backed by leading investors including JPMorgan Chase, Valor Equity Partners, Andreessen Horowitz, Founders Fund, 137 Ventures, Lux Capital, T. Rowe Price, and Morgan Stanley, we’re building the future of American manufacturing—and looking for exceptional people to help make it happen. If you’re ready to take on the most challenging and rewarding work of your career while helping create American manufacturing jobs for generations to come, you’re exactly who we’re looking for. THE ROLE: The People Operations team builds the infrastructure that lets Hadrian scale. We are hiring a Program Manager, Headcount Planning to own how Hadrian decides who we hire, when, and why. Headcount is the single biggest input into our growth, and getting it right means running a real program: a planning cycle the business trusts, a clear line from program demand to approved roles, and one number that Finance, Recruiting, and the business all agree on. This is a program management job at its core, and the hard part is not the spreadsheet. It is holding a cross-functional cycle together across People, Recruiting, Finance, Engineering and Program leadership, each with their own pressures and their own view of what the plan should say. You will get people aligned, keep the plan honest as it changes, and land the change management so the process actually gets adopted instead of worked around. You know how to structure an ambiguous problem, run a cycle to a deadline, and build the artifact that moves a decision forward. You live with the outcome, and you have to bring people with you. WHAT YOU’LL DO - Own the headcount planning program end to end. Run our planning cycles from both directions, bottoms-up from the business and tops-down from leadership, then consolidate into one plan that holds up to scrutiny. - Partner with our engineering and program leadership to turn program demand signal into role-level headcount needs, so the plan reflects what we actually have to build rather than a generic growth curve. - Work side by side with Finance to cost the plan, reconcile it against budget, and produce a single forecasted headcount picture that everyone works from. - Hand that plan cleanly to Recruiting Operations so approved roles land in our systems as requisitions recruiters can act on, with the data structured well enough to report on. - Program manage the recurring monthly cadence with our embedded People Partners and Recruiting Leads, including how program and assignment tagging gets reconciled and loaded, so we can see our workforce by program and not just by department. - Partner with Workplace Services as our footprint expands, so hiring plans and physical capacity are planned together rather than discovered out of sync. - Drive the change management. Build the cadence, the intake, the artifacts, and the communications that make this a program people rely on, and keep raising the bar on it each cycle. - Bring structure and visibility to leadership. Know the status of the plan at any moment, flag risk early, and make the tradeoffs legible to executives making the call. WHAT WE’RE LOOKING FOR - 7+ years of experience spanning management consulting or a similar structured problem-solving environment, plus time in-house where you owned a program and lived with the results. - Exceptional stakeholder management. You build credibility fast with senior leaders, you can hold a line without damaging the relationship, and you understand the nuance of influencing people who do not report to you and will still be in the room next quarter. - Strong project management fundamentals. You work from a plan, you drive to dates, you manage dependencies across functions, and nothing quietly falls through the cracks. - Real change management experience. You have rolled out a process that changed how people work, and you have handled the resistance, the adoption gap, and the comms that go with it. - Comfort with planning data and financial mechanics. You can build and pressure-test a workforce model, reconcile it against a budget, and explain the delta in plain language. - Executive-grade communication. You can write the one-pager that gets a decision made and run the meeting where it happens. - High adaptability. You are energized by shifting scope, and