Director, Capacity Planning - Human & AI, Strategic Modeling

Description

The Agentic Workforce Strategy & Innovation team sits at the intersection of two of the most consequential shifts in enterprise business: the rise of AI agents and the reimagination of how work gets done. We are looking for a Senior Manager of Strategic Modeling who functions as our Lead Architect for capacity. You will move the organization away from linear headcount tracking and toward a multi-dimensional labor model that prioritizes value-per-task over cost-per-hire. This is a role for a quantitative strategist who sees the workforce not as a list of names, but as a dynamic system of human and digital capabilities.

What You’ll Deliver

The Integrated Capacity Blueprint

• Own the design and evolution of the enterprise’s first integrated capacity model—one that treats human headcount and digital agents/AI as a single, optimizable system.
• Design and deploy a "Unified Labor Taxonomy" that allows for apples-to-apples performance and cost comparisons between human labor and AI agents.
• Establish the enterprise's first set of "Human-AI Collaboration" benchmarks to guide executive-level hiring and augmentation decisions.

Predictive Simulation & Forecasting

• Build and maintain a 3-year "What-If" simulation engine that forecasts the impact of AI agent deployment on global headcount requirements across every major Business Unit.
• Translate abstract AI capability shifts (e.g., a breakthrough in autonomous reasoning) into concrete workforce supply and demand adjustments.
• Identify "Margin-to-Labor" calibration opportunities, pinpointing over-provisioned human roles that should be augmented or transitioned to digital labor to protect enterprise margins.

Strategic Narrative & Insight

• Distill complex capacity data into a clear leadership narrative; ensure the VP layer understands not just the "how many", but the "who, what, and where" of our future workforce.
• Identify and surface structural risks (e.g., talent shortages in key AI-adjacent roles) before they impact our ability to execute the Innovation Roadmap.

Foundational Data Architecture

• Establish a unified "Workforce Data Cloud" that integrates employee, contingent, and digital worker information into a single source of truth for all strategic planning functions.
• Enable multi-dimensional data slicing across organizational structures, job taxonomies, and cost centers, with the flexibility to incorporate new metrics before they are formalized in systems of record.
• Provide self-service access through AI-fronted interfaces (e.g., Tableau Agent), allowing stakeholders to query complex datasets using natural language to drive rapid analysis.
• Ensure high data integrity and validity to maintain executive trust, while allowing for seamless "drill-down" capabilities from strategic hypotheses to individual record-level details.
• Integrate external market intelligence (e.g., TalentNeuron, LinkedIn) to benchmark internal workforce costs, geography, and talent accessibility against global trends.

Your Toolkit: Skills That Will Drive Impact Labor Economics & Financial Rigor

• You have an expert-level ability to model Total Cost of Ownership (TCO) for both human and digital resources, including the hidden costs of reskilling and technical debt.
• You understand how large enterprise budget cycles work and can defend a capacity model to a CFO with data-backed confidence.

Quantitative Mastery

• You are fluent in the tools of modern data architecture—SQL, Python, or advanced BI platforms—and can wrangle fragmented task-level data into clean, strategic inputs.
• You bring a "Product Mindset" to data, building models that are scalable, repeatable, and user-friendly for non-technical stakeholders.

Foresight & Business Acumen

• You can "zoom out" to see how global AI trends affect our specific business model, and "zoom in" to see which specific teams are ripe for redesign.
• You move fast in ambiguous environments, making high-judgment calls on data inputs even when "perfect" information doesn't exist.

How We Expect You to Use AI

• Model the behavior you’re building toward. You are expected to be a daily, active user of AI tools—leveraging agents and assistants to manage your own workload and accelerate your modeling output.
• Agentic Modeling. You will leverage AI to run simulations on labor demand, identifying risks and opportunities that manual spreadsheets miss.
• Automated Data Synthesis. Use LLMs to ingest and summarize fragmented task-level data from across the enterprise. You’re not just automating old work; you’re architecting new ways of seeing the workforce.
• 10x Efficiency. You are expected to use AI to automate 80% of routine data cleaning and report formatting, shifting your time entirely to high-value strategic analysis and architectural design.

For roles in San Francisco and Los Angeles: Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records.