Strategic Workforce Planning Lead

Who we are Aurora’s mission is to deliver the benefits of self-driving technology safely, quickly, and broadly. The Aurora Driver will create a new era in mobility and logistics, one that will bring a safer, more efficient, and more accessible future to everyone. At Aurora, you will tackle massively complex problems alongside other passionate, intelligent individuals, growing as an expert while expanding your knowledge. For the latest news from Aurora, visit aurora.tech or follow us on LinkedIn . Aurora hires talented people with diverse backgrounds who are ready to help build a transportation ecosystem that will make our roads safer, get crucial goods where they need to go, and make mobility more efficient and accessible for all. We’re searching for a Strategic Workforce Planning Lead. The Strategic Workforce Planning (SWP) Lead will be a key driver in shaping our organizational capabilities and ensuring long-term success. This role is responsible for designing and executing a comprehensive SWP framework to analyze current workforce capabilities and forecast future talent needs based on business strategy and objectives. The ideal candidate is a strategic thinker with deep business acumen, data-driven decision-making, and best-practice SWP methodologies. Responsibilities: Strategic Forecasting & Gap Analysis: Demand Forecasting: Analyzing business goals (e.g., expansion into a new market) to project future staffing requirements. Supply Analysis: Evaluating the current internal workforce to identify existing skills and potential attrition (retirements, turnover). Gap Identification: Pinpointing the discrepancy between future needs and current reality, whether in total headcount or specific technical skills. Including how AI can augment human labor or change the profile of employees required in the future. Partnership: Partner with Executive Leadership, Finance, Talent Acquisition, Compensation, and People Analytics to align workforce strategies with business goals, budget, and headcount projections. Data Analytics & Reporting: Predictive Modeling: Using historical data and market trends to build models that simulate various business scenarios (e.g., "What happens to our capacity if turnover increases by 10%?"). Metric Development: Develop data-driven models and dashboards to track key workforce metrics, trends (internal and external), and the efficacy of SWP initiatives. Translate workforce data into actionable insights for the C-suite. Financial & Operational Alignment: Budget Integration: Partnering with the Finance department to ensure hiring plans align with the annual operating budget and long-range financial plans. Resource Optimization: Recommending the ideal mix of full-time, part-time, and contingent (contract) workers to maximize efficiency. Location Strategy: Advising on where talent should be located based on cost, skill availability, and business continuity. Talent Strategy: Identify critical talent gaps, surpluses, and skill adjacencies, developing mitigation strategies (e.g., build, buy, borrow). Skill Mapping: Identifying "perishing" skills that are no longer needed and "emerging" skills (like AI proficiency) that must be prioritized. Skills: Business Athlete Mindset: You are deeply knowledgeable about the business and industry, comfortable navigating and leading others through ambiguity, pivoting quickly to address new challenges, and solving complex problems without a pre-existing playbook. Systems Thinker: You recognize the connections across the organization, and take a holistic approach to analyzing situations and developing solutions that are sustainable in the longer term and account for system interdependencies. Strategic Acumen: You have an ability to translate long-term business strategy into concrete workforce initiatives. Data-Driven: You use data and insights to proactively diagnose issues, inform your recommendations, influence decisions, and measure the impact of your work. Execution Excellence: Y