Strategic Workforce Planning and Resourcing Partner, Crusoe Energy Systems

• Experience: 5+ years of proven experience in Strategic Workforce Planning, Resource/Staffing Management, Finance, or BizOps. Experience in high-growth infrastructure, construction, or manufacturing is ideal
• Analytical Rigor: Exceptional ability to translate complex operational data (production targets, site readiness) into human capital capacity models
• Stakeholder Management: Experience acting as a trusted advisor to business leaders on workforce decisions ranging from incremental hiring to full organizational redesign
• Systems Fluency: Familiarity with position management systems (e.g., Workday) and workforce modeling tools
• Strategic Perspective: Ability to operate "upstream" to shape organizational direction while coordinating effectively with "downstream" teams for execution
• Safety and Compliance: This position is designated a safety-sensitive position and/or is located in a safety-sensitive facility. Drug and alcohol program participation is required

Desirable

• At Crusoe, the Strategic Workforce Planning Partner serves as the central hub connecting business strategy, financial reality, and people execution
• This role exists to close the gap between future business requirements and current People function initiatives
• You will provide business leaders with a single, trusted point of contact for all workforce decisions—ranging from incremental hiring to comprehensive organizational redesign
• This is a high-impact, intersectional role that acts as both the workforce planning operating system and the resourcing function for the business
• You will sit at the crossroads of Business Operations (BizOps) to define demand, Finance to manage budget guardrails, and the People Function to oversee talent supply
• You will initially embed within the Digital Infrastructure Group (DIG) to stabilize and scale their workforce model before expanding the framework to Manufacturing and SG&A
• Dynamic Workforce Strategy & Forecasting: Build and maintain rolling headcount plans mapped to confirmed projects and operational milestones. Prevent over-hiring by staging recruitment to project timing
• Scenario Modeling: Develop high-impact models for accelerated growth, delayed deals, and labor constraints to support real-time executive decision-making
• Operational Translation: For DIG and Manufacturing, translate production schedules and site ramp timelines into specific labor demand forecasts, including crew builds and shift coverage
• Resource Deployment & Project Staffing: Stage talent against confirmed projects. Manage staff inflow and outflow across projects to maintain high utilization and minimize "bench time."
• Project Rolloff Strategy: Own the strategy for project sunsets, including reassignment, internal transfers, or severance, applying standard practices for infrastructure delivery
• Cross-Functional Coordination: * BizOps: Align workforce plans to production targets and deployment schedules
• Finance: Provide bottom-up workforce inputs to ensure plans stay within financial guardrails
• Talent Acquisition (TA): Define hiring sequences and priorities based on business urgency
• Employee Success (ESPs): Partner with HRBPs to provide clarity on organizational changes and role intent
• Constraint Integration: Incorporate real-world variables such as labor market availability and physical site capacity to ensure hiring targets are achievable