Strategic Workforce Planning, Senior Manager (Dallas)

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. A place where bold ideas are welcomed, human connection is valued, and everyone has the opportunity to shape their future.A career at Equinix means being at the center of shaping what comes next and amplifying customer value through innovation and impact. You’ll work across teams, influence key decisions, and help shape the path forward. You’ll find belonging, purpose, and a team that welcomes you—because when you feel valued, you’re empowered to do your best work.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 StrategyDefine and implement the enterprise-wide approach to Strategic Workforce Planning, anchored in organizational goals and objectivesDevelop and maintain the SWP framework, methodology, and governance model to drive consistency and quality across business unitsTranslate business strategy into long-range workforce planning priorities, incorporating workforce of the future and AI-driven work transformation insightsConsultative PartnershipProvide consultative support to HRBPs in defining Business-Unit WFP needs, translating business goals into actionable workforce strategiesPartner with senior leaders to signal talent choices and implications of strategic decisions, including workforce transformation, AI adoption, and organizational redesignAct as a subject matter expert on SWP best practices, methodologies, and emerging trendsBuild SWP capability across the People team, coaching HRBPs and Workforce Insight partners on workforce planning processesEnterprise Consolidation & ReportingConsolidate Business-Unit WFP outputs to create an integrated enterprise-wide workforce view for the Board, Executive Team, and key stakeholdersManage the enterprise workforce planning calendar, ensuring timely and high-quality WFP cycles are executed across the organizationDevelop clear executive narratives translating complex workforce data into actionable strategic insights for leadershipTrack and report on key workforce planning metrics, trends, and KPIs to inform enterprise talent decisionsContinuously evolve reporting frameworks to reflect shifting business priorities and workforce dynamicsHeadcount & Financial Planning IntegrationPartner closely with Strategy and Finance to integrate workforce plans into annual and multi-year headcount budgeting cycles, ensuring alignment between people strategy and financial planningServe as the HR lead in headcount planning processes, translating workforce demand signals into approved headcount budgets and org cost modelsDevelop and maintain workforce cost models that reflect span of control, role mix, location strategy, and workforce composition (FTE, contractor, contingent) to support financial decision-makingCollaborate with Finance to build headcount forecasting models that account for attrition, internal mobility, hiring timelines, and productivity ramp, enabling more accurate cost projectionsSupport business leaders and HRBPs in translating strategic priorities into headcount investment cases, with clear linkage to business outcomes and ROIProvide ongoing headcount variance analysis — tracking actuals vs. plan — and surface insights to HR and Finance leadership to inform in-year decisions and future planning cyclesWorkforce Demand & Supply — Strategic InterpretationServe 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 recommendationsPartner 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 needApply demand and supply insights to inform build/buy/borrow/automate decisions, working with HRBPs and business leaders to sequence and prioritize workforce actionsCommunicate workforce gap analyses and scenario outcomes to senior stakeholders in a way that drives decision-making, not just awarenessEnsure modeling outputs are connected to tangible talent strategies — acquisition, development, redeployment, or restructuring — and tracked through to implementationHRBP Capability Building & Change ManagementOwn the design and delivery of an SWP capability building program for HRBPs, equipping them to lead Business-Unit workforce planning conversations with confidence and rigorDevelop practical tools, frameworks, and playbooks that enable HRBPs to conduct workforce analyses, identify talent gaps, and translate business strategy into workforce needs independentlyPartner 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 competencyLead the change management strategy for SWP adoption across the enterprise; building awareness, engagement, and buy-in among HRBPs, business leaders, and People team stakeholdersIdentify and develop a network of SWP champions across business units to drive local adoption of workforce planning practices and sustain momentum beyond central team capacityEstablish feedback loops with HRBPs and business leaders to continuously improve the relevance, usability, and impact of SWP tools and processesMeasure and report on SWP maturity and adoption across the enterprise, using insights to prioritize where additional capability investment or hands-on support is neededAI & Future of Work StrategyContribute to the development of the enterprise Workforce of the Future strategy, incorporating AI, automation, and emerging work modelsHelp define the strategic approach to understanding AI's impact on workforce composition, skills requirements, and talent sourcing strategiesPartner with Technology, Finance, and Operations leaders to align workforce strategy with AI adoption roadmaps and digital transformation initiativesMonitor external workforce trends, labor market signals, and competitive intelligence to inform proactive workforce strategies (in partnership with Talent Intelligence team)Qualifications7+ years of progressive HR experience with a focus on Strategic Workforce Planning, HR strategy, or organizational effectivenessBachelor's degree in HR, Business, or a related field required; Master's degree an advantageExperience contributing to workforce planning strategies in complex, matrixed organizationsExperience partnering with HR and business stakeholders to support talent strategy and workforce decisionsStrong understanding of AI's impact on workforce design, skills evolution, and future of work trendsDemonstrated experience in workforce demand and supply modeling at a working level; ability to interpret and apply model outputs to business decisionsStrong financial acumen; experience working with Finance or FP&A on headcount budgeting, cost modeling, and workforce investment casesExperience designing and delivering capability building programs, learning interventions, or change management initiatives within an HR or people functionFamiliarity with workforce planning tools, HR technology, and people analytics platformsAbility to work collaboratively across HR, Finance, Technology, and Operations stakeholdersSkills and AttributesStrong strategic thinking and ability to connect long-term business vision to workforce implicationsExcellent communication and storytelling skills; Strong executive presence; ability to synthesize complex data into clear, compelling narratives for diverse audiencesConsultative and influencing skills; credible partner to senior business and HR leadersProven change management capability; able to drive adoption of new frameworks and ways of working across a complex, matrixed organizationCollaborative relationship builder with high emotional intelligence and ability to navigate ambiguityIntellectual curiosity and passion for the future of work, AI, and workforce transformationComfortable working with quantitative outputs and translating analytical insights into strategic action, without necessarily building the models directlyComfort with ambiguity; ability to design strategy in a rapidly evolving environmentThe targeted pay range for this position in the following location is / locations are:Canada - Toronto Office TRO : 139,000 - 209,000 CAD / AnnualUnited States - Dallas Infomart Office DAI : 136,000 - 204,000 USD / AnnualOur 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 progra