Workforce Planning Lead, People Analytics

About Anthropic Anthropic’s mission is to create reliable, interpretable, and steerable AI systems. We want AI to be safe and beneficial for our users and for society as a whole. Our team is a quickly growing group of committed researchers, engineers, policy experts, and business leaders working together to build beneficial AI systems. About The Role As Anthropic continues to grow, the rigor and sophistication of how we plan our workforce needs to grow with us. Our People Analytics team plays a central role in that work. We are looking for a Workforce Planning Lead to own how Anthropic plans, forecasts, and tracks its workforce, from the underlying data and tooling, to forecasting models, and to the cadence and partnership that connects workforce decisions to business strategy. This role is highly cross‑functional and partners with Recruiting, Finance, People Partners (HRBPs), talent leaders, and business leaders across the company. Key Responsibilities Workforce planning process and strategic partnership – Lead recurring company‑wide headcount planning cycles and the ongoing rhythms of review, monitoring, and adjustment that keep plans connected to the business. Partner with Finance, Recruiting, and talent leaders to translate business strategy into workforce implications, including hiring plans, capacity needs, location considerations, and workforce mix. Strengthen the underlying infrastructure that supports planning, including position management, governance of core workforce data, and consistency across our people systems. Forecasting and scenario modeling – Build and maintain quantitative models for headcount forecasting, attrition projection, hiring plan scenario analysis, and capacity planning. Develop scenario analyses that quantify tradeoffs across growth plans, hiring assumptions, attrition rates, and budget considerations. Analytics, dashboards, and insight – Build self‑service dashboards for executives, functional leaders, and managers showing current state, plan versus actual, pipeline health, and key workforce metrics. Develop predictive analytics including attrition risk, hiring velocity forecasting, and supply–demand gap identification. Translate analysis into clear narratives that drive decisions. Cross‑functional execution – Provide hands‑on operational support during structural change, including reorganizations, new team formation, and rapid scaling of a function. Support broader People Analytics workstreams as needed. This role will frequently touch attrition, recruiting funnel, location analytics, and other people data. Minimum Qualifications Experience in people analytics, workforce planning, or a closely related quantitative role. Built and maintained quantitative models for headcount forecasting, attrition, or hiring plan scenarios in a high‑growth environment. Highly proficient in SQL and working knowledge of Python or R for modeling. Hands‑on experience with HRIS and ATS data. Built dashboards in tools like Looker, Tableau, or comparable, and can translate analysis for senior leadership audiences. Strong generalist analyst who thrives in ambiguity, balances rigor with pragmatism, and challenges assumptions with data. Communicates clearly with senior stakeholders across Recruiting, Finance, and the business. Comfortable owning end‑to‑end development of a function, defining what to build, building it, and iterating. Thrives in a fast‑paced environment, can pivot quickly as priorities shift, and is energized by the pace. Preferred Qualifications 7+ years in people analytics in workforce planning. Background in workforce planning and people analytics at high‑growth technology companies or AI/ML organizations, ideally having led workforce planning end‑to‑end or stood up the function from scratch. Experience leading the rollout or significant upgrade of position management capabilities. Experience partnering with FP&A on financial planning and connecting headcount plans to budget considerations. Familiarity with capacity planning models (e.g., recruiter capacity against hiring goals, revenue per AE). Experience supporting org design analytics (span of control, layers, manager ratios) and structural decisions. Working knowledge of compensation principles, sufficient to model comp tradeoffs in scenario analysis. Experience with modern data stack tools. Experience with employee lifecycle metrics and people KPIs. Annual Salary $245,000—$310,000 USD Logistics Minimum education: Bachelor’s degree or an equivalent combination of education, training, and/or experience. Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience. Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position. Location‑based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices. Visa sponsorship: We do sponsor visas. However, we are not able to successfully sponsor visas for every role and every candidate. If we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this. Benefits Anthropic is a public benefit corporation headquartered in San Francisco. We offer competitive compensation and benefits, optional equity donation matching, generous vacation and parental leave, flexible working hours, and a lovely office space in which to collaborate with colleagues. #J-18808-Ljbffr