Strategic Workforce Planning Operations, Senior Manager

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.

The Strategic Workforce Planning (SWP) Operations Senior Manager is a technically focused role responsible for building and operationalizing the SWP forecasting methodology, modelling workforce supply and demand, and enabling the data infrastructure and AI systems that power strategic workforce insights. This role translates strategy into models, tools, and scalable analytical solutions that enable data‑driven workforce decisions across the enterprise. The role works in close partnership with the SWP Senior Manager, who leads strategy and business engagement, while this role owns the technical engine that underpins it.

• Design and build the SWP forecasting methodology, including supply/demand modelling frameworks, scenario planning models, and workforce forecasting algorithms; partner with Talent Intelligence and Workforce Insights to incorporate supply data into consolidated modelling.
• Develop and maintain quantitative workforce models that forecast headcount, skills gaps, and capability needs across business units and time horizons, integrating data across skills, capabilities, and headcount dimensions.
• Translate strategic workforce priorities into structured analytical models, ensuring models are scalable, repeatable, and aligned to enterprise planning cycles.
• Understand and incorporate forward‑looking aspects of SWP including skills, tasks, AI augmentation data, and future of work signals into the analysis and methodology.
• Set model standards, documentation, and governance protocols to ensure consistency, auditability, and reusability of all SWP models across the enterprise.
• Lead enterprise‑wide supply and demand forecasting processes, producing accurate and actionable workforce projections by function, geography, and role family; partner closely with Finance, Talent Intelligence and Workforce Insights.
• Build and maintain workforce supply models that incorporate internal pipeline data, attrition trends, retirement patterns, internal mobility rates, and external labor market signals to project future workforce availability.
• Develop quantitative demand models in partnership with business stakeholders that translate growth targets, operating model changes, and strategic plans into specific role, skill, and headcount requirements.
• Identify critical workforce gaps and surpluses, providing quantitative evidence to inform build, borrow, buy, and automate talent decisions.
• Develop enterprise scenario models to assess workforce implications of business growth, restructuring, AI adoption and other strategic events.
• Continuously improve forecasting accuracy by integrating external labor market data, internal attrition trends and business pipeline information.
• Produce regular workforce forecasting reports and dashboards for senior HR and business leadership.
• Develop the vision and requirements for architecture and implementation of data systems, pipelines, and platforms required to support enterprise‑wide SWP reporting and modelling.
• Evaluate, implement, and manage workforce planning technology solutions and AI tools that enhance analytical capability and planning efficiency.
• Partner with Workforce Insights, HRIT, Finance, and Technology teams to integrate workforce data from multiple systems into a unified analytical environment.
• Ensure data quality, governance, and integrity across all SWP inputs, outputs, and reporting frameworks.
• Define and maintain data standards and taxonomy for workforce planning data to enable consistent, comparable analysis across business units.
• Build and operationalize AI‑enabled tools for workforce planning, including predictive models, skills‑mapping engines, and intelligent scenario‑planning capabilities.
• Partner with AI and Technology teams to design responsible and ethical AI systems that inform workforce decisions, ensuring bias mitigation and governance standards are met.
• Evaluate and deploy third‑party AI workforce tools, managing vendor relationships and integration requirements.
• Identify…