Director, Workforce Planning & Organizational Design

Director, Workforce Planning & Organizational Design
Company: Crusoe
Location: San Francisco, CA - US
Department: People
Type: FullTime
Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.
We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.
We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.
If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
About the Role:
We are seeking a Director, Workforce Planning & Organizational Design to build and lead Crusoe’s enterprise workforce planning capability and help shape how our organization scales.
This leader will partner closely with Finance, People, and business leaders to translate business priorities into workforce plans, investment decisions, organizational structures, and operating models. The role spans long-range strategic workforce planning, annual headcount planning, and organizational design, ensuring we have the right talent, capabilities, and organizational structures to support business growth and execution.
You will advise leaders on where to invest in talent, how to plan for future workforce needs, and how to structure teams for effectiveness and scale. You will also establish the planning processes, frameworks, and governance needed to make workforce decisions more consistent, data-driven, and financially disciplined.
Success in this role requires close partnership with Finance, People Success, Talent Management, Compensation, Recruiting, People Operations and People Science & Workforce Intelligence. You will bring specialized workforce planning and organizational design expertise to help business and functional leaders make informed decisions, while ensuring clear ownership and accountability across teams.
What You'll Be Working On:
- Strategic Workforce Planning
- Lead enterprise strategic workforce planning, translating company strategy, growth forecasts, and operational priorities into multi-year workforce strategies and capability requirements.
- Establish a continuous planning process, anchored by biannual planning cycles, quarterly business reviews, and ongoing monitoring of workforce trends, risks, and business needs.
- Partner with Finance and business leaders to forecast workforce demand, assess supply and capacity, identify capability gaps, and model alternative workforce scenarios.
- Evaluate workforce composition, talent deployment options, and build-versus-buy scenarios in partnership with business and functional leaders.
- Partner with Finance, Compensation, Recruiting, and Workplace to inform geographic workforce strategy, balancing talent availability, labor costs, office capacity, and business needs to guide long-term workforce investment decisions.
- Partner with Talent Management to connect workforce plans with performance insights, succession planning, internal mobility, and talent development strategies, ensuring workforce decisions reflect current capabilities and future business needs.
- Translate long-range workforce strategies into recommendations that inform hiring plans, capability development, organizational design, and workforce investments.
- Operational Workforce & Headcount Planning
- Own the enterprise workforce planning framework, connecting long-range strategies with annual budgets, quarterly forecasts, and in-year workforce decisions.
- Serve as a key People partner to Finance, establishing workforce planning methodologies, assumptions, and operating rhythms aligned with financial planning governance.
- Partner with People Success, Finance, Recruiting, and business leaders to develop and maintain integrated headcount plans aligned with financial targets and business priorities.
- Facilitate workforce prioritization and trade-off discussions with Finance, People Success, and business leaders, supported by scenario modeling to inform staffing levels, hiring timing, and resource allocation.
- Monitor plan performance, analyze variances, and recommend adjustments as business needs evolve, connecting approved plans to recruiting execution and workforce reporting.
- Organizational Design & Operating Models
- Advise business and People leaders on organizational design, structure, and effectiveness as Crusoe scales.
- Lead organizational assessments and design engagements in partnership with People Success and business leaders, evaluating spans and layers, management structures, role clarity, decision rights, accountability, and capacity.
- Partner with business leaders and People Success to develop and evaluate operating models that align organizational capabilities, workflows, governance, and talent with business strategy.
- Identify opportunities to simplify structures, improve organizational effectiveness, and strengthen cross-functional execution.
- Support organizational transformations, new capabilities, functional redesigns, and integration activities arising from growth, international expansion, and acquisitions.
- Translate design recommendations into practical implementation plans with business leaders and People partners.
- Workforce Intelligence & Enterprise Partnership
- Partner with People Science & Workforce Intelligence, Finance, and business leaders to develop forward-looking insights on workforce capacity, productivity, cost, organizational efficiency, and talent needs.
- Apply quantitative analysis, scenario planning, and business judgment to complex workforce decisions, making assumptions, risks, and trade-offs transparent.
- Develop executive-ready recommendations that connect workforce and organizational choices to financial outcomes and operational performance.
What You'll Bring to the Team:
- 10+ years of progressive experience in strategic workforce planning, organizational design, business strategy, strategic finance, management consulting, or related disciplines, including significant experience advising senior leaders.
- Demonstrated experience leading both long-range strategic workforce planning and operational headcount planning in complex, rapidly scaling organizations.
- Deep expertise in organizational design and operating models, including structural analysis, organizational effectiveness, governance, and decision rights.
- Strong financial and commercial acumen, with the ability to partner fluently with FP&A on budgets, forecasts, workforce costs, and investment trade-offs.
- Advanced analytical capabilities in workforce modeling, demand and capacity forecasting, scenario analysis, and evidence-based decision-making.
- Experience building scalable planning frameworks, governance, and processes in evolving or ambiguous environments.
- Exceptional consulting, influencing, facilitation, and executive communication skills, with the ability to translate complex analysis into clear business recommendations.
- A builder's mindset, intellectual curiosity, sound judgment, and the abilit