Strategic Workforce Planning Operations, Senior Manager

Equinix; Dallas (TX); On-site; USD 136,000 - 204,000; Full time

Job summary

Equinix in Dallas seeks a technically focused Senior Manager for Strategic Workforce Planning (SWP) to build and operationalize forecasting methodologies and AI-enabled tools. You will model headcount, skills gaps, and future workforce needs, aligning with enterprise planning cycles.

Lead enterprise forecasts, collaborate with Finance and Talent Intelligence, and ensure governance and scalability of SWP models across the company.

Qualifications

• Bachelor's degree in a quantitative field required; master's an advantage.
• Experience building workforce forecasting and supply/demand models.
• Proficiency in Excel and SQL; Python or R is a plus.
• Familiarity with HR technology, data governance, and AI/ML tools.

Responsibilities

• Design and implement SWP forecasting methodology and modeling frameworks.
• Develop quantitative models forecasting headcount, skills gaps, and capability needs.
• Translate strategic priorities into scalable analytical solutions.
• Lead enterprise-wide supply and demand forecasting processes by region and role.
• Ensure data quality, governance, and documentation across SWP models.

Skills

Forecasting models

Statistical modeling

Data visualization

Stakeholder communication

Education

Bachelor's degree in quantitative field

Master's degree an advantage

Tools

Excel

SQL

Python

Anaplan

Job description

Who are we?

Equinix is the world's digital infrastructure company, shortening the path to connectivity to enable the innovations that enrich our work, life and planet.

Job Summary

The Strategic Workforce Planning (SWP) Operations Senior Manager is a technically focused role responsible for building and operationalizing the SWP forecasting methodology, modelling workforce supply and demand, and enabling the data infrastructure and AI systems that power strategic workforce insights. This role translates strategy into models, tools, and scalable analytical solutions that enable data‑driven workforce decisions across the enterprise. The role works in close partnership with the SWP Senior Manager, who leads strategy and business engagement, while this role owns the technical engine that underpins it.

Responsibilities

• Design and build the SWP forecasting methodology, including supply/demand modelling frameworks, scenario planning models, and workforce forecasting algorithms; partner with Talent Intelligence and Workforce Insights to incorporate supply data into consolidated modelling.
• Develop and maintain quantitative workforce models that forecast headcount, skills gaps, and capability needs across business units and time horizons, integrating data across skills, capabilities, and headcount dimensions.
• Translate strategic workforce priorities into structured analytical models, ensuring models are scalable, repeatable, and aligned to enterprise planning cycles.
• Understand and incorporate forward‑looking aspects of SWP including skills, tasks, AI augmentation data, and future of work signals into the analysis and methodology.
• Set model standards, documentation, and governance protocols to ensure consistency, auditability, and reusability of all SWP models across the enterprise.
• Lead enterprise‑wide supply and demand forecasting processes, producing accurate and actionable workforce projections by function, geography, and role family; partner closely with Finance, Talent Intelligence and Workforce Insights.
• Build and maintain workforce supply models that incorporate internal pipeline data, attrition trends, retirement patterns, internal mobility rates, and external labor market signals to project future workforce availability.
• Develop quantitative demand models in partnership with business stakeholders that translate growth targets, operating model changes, and strategic plans into specific role, skill, and headcount requirements.
• Identify critical workforce gaps and surpluses, providing quantitative evidence to inform build, borrow, buy, and automate talent decisions.
• Develop enterprise scenario models to assess workforce implications of business growth, restructuring, AI adoption and other strategic events.
• Continuously improve forecasting accuracy by integrating external labor market data, internal attrition trends and business pipeline information.
• Produce regular workforce forecasting reports and dashboards for senior HR and business leadership.
• Develop the vision and requirements for architecture and implementation of data systems, pipelines, and platforms required to support enterprise‑wide SWP reporting and modelling.
• Evaluate, implement, and manage workforce planning technology solutions and AI tools that enhance analytical capability and planning efficiency.
• Partner with Workforce Insights, HRIT, Finance, and Technology teams to integrate workforce data from multiple systems into a unified analytical environment.
• Ensure data quality, governance, and integrity across all SWP inputs, outputs, and reporting frameworks.
• Define and maintain data standards and taxonomy for workforce planning data to enable consistent, comparable analysis across business units.
• Build and operationalize AI‑enabled tools for workforce planning, including predictive models, skills‑mapping engines, and intelligent scenario‑planning capabilities.
• Partner with AI and Technology teams to design responsible and ethical AI systems that inform workforce decisions, ensuring bias mitigation and governance standards are met.
• Evaluate and deploy third‑party AI workforce tools, managing vendor relationships and integration requirements.
• Identify opportunities to automate manual SWP processes, improving the speed, scale, and reliability of workforce planning outputs across the enterprise.
• Partner closely with the SWP Senior Manager to ensure modelling outputs are translated into clear strategic narratives and business recommendations.
• Set the standards and approach for SWP modelling and partner with Workforce Insight partners to help execute models for HRBPs and functions, aggregating trends at the enterprise level.
• Build analytical capability across the People team, providing tools, templates, and training that enable HRBPs and Workforce Insights partners to run workforce analyses independently.
• Collaborate with Finance and FP&A to align workforce forecasting outputs with headcount budgeting and financial planning cycles.

Qualifications

• 7+ years of progressive experience in workforce analytics, people analytics, HR data science, or workforce planning.
• Bachelor's degree in a quantitative field (Statistics, Industrial/Organizational Psychology, Mathematics, Economics, Computer Science) required; Master's degree an advantage.
• Demonstrated experience building or supporting workforce forecasting and supply/demand models in an organizational context.
• Proficiency in data analysis tools such as Excel and SQL; familiarity with Python or R an advantage.
• Exposure to HR technology, workforce planning systems, or AI/ML tools; experience with Anaplan is a plus.
• Working knowledge of HRIS data structures, people data governance and data reporting methodologies.
• Experience working with cross‑functional data and technology teams to deliver scalable analytical solutions.

Skills and Attributes

• Deep analytical and quantitative skills; ability to build rigorous models and translate complex outputs into actionable insights.
• Technical acumen with proficiency in data visualization, statistical modelling, and AI/ML principles.
• Strong attention to detail and commitment to data accuracy, integrity, and governance.
• Ability to communicate complex technical findings to non‑technical stakeholders clearly and compellingly.
• Intellectually curious with a passion for leveraging data and AI to solve complex workforce challenges.
• Collaborative and influential team player with the ability to work across HR, Technology, Finance, and Operations.
• Comfort with ambiguity; able to design and iterate on analytical solutions in a fast‑moving environment.

Pay Range

Canada – Toronto Office TRO: 131,000 – 181,000 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. Individual pay is based on additional factors including job‑related skills, experience, and relevant education and/or training. The 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 Benefits

As 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 provide you with the best package possible.

US Benefits

Insurance: You may enroll in health, life, disability and voluntary plans 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 complements the provincial healthcare system, along with life, disability and optional benefit plans 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 may change at Equinix discretion.

Equal Employment Opportunity

Equinix is committed to ensuring that our employment process is open to all individuals, including those with a disability. If you are a qualified candidate and need assistance or an accommodation, please let us know by completing this form.

Equinix is an Equal Employment Opportunity and, in the U.S., an affirmative action employer. All qualified applicants will receive consideration for employment without regard to unlawful consideration of race, color, religion, creed, national or ethnic origin, ancestry, place of birth, citizenship, sex, pregnancy, childbirth or related medical conditions, sexual orientation, gender identity or expression, marital or domestic partnership status, age, veteran or military status, physical or mental disability, medical condition, genetic information, political or organizational affiliation, status as a victim or family member of a victim of crime or abuse, or any other status protected by applicable law.

AI Usage

We use artificial intelligence in our hiring process. Learn more here.