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, and 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, to the cadence and partnership that connects workforce decisions to business strategy. The person in this seat will shape the next chapter of how workforce planning runs at Anthropic. The role is highly cross-functional. You will partner closely with Recruiting, Finance, People Partners (HRBPs), talent leaders, and business leaders across the company to understand headcount needs, model tradeoffs, and translate strategy into workforce plans. Strong grounding in people analytics methods, judgment, and a generalist orientation are essential. Scope will at times extend beyond traditional workforce planning into broader People Analytics work. 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. Help inform where and how Anthropic grows over time. Strengthen the underlying infrastructure that supports planning, including position management, governance of core workforce data, and consistency across our people systems. Be a trusted thought partner when growth plans are set, organizational design is evaluated, or new initiatives are resourced, providing the data and modeling that lets leaders make decisions. 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. Identify supply and demand gaps before they become bottlenecks. 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 Have built and maintained quantitative models for headcount forecasting, attrition, or hiring plan scenarios in a high-growth environment Highly proficient in SQL and have working knowledge of Python or R for modeling Have hands-on experience with HRIS and ATS data Have built dashboards in tools like Looker, Tableau, or comparable, and can translate analysis for senior leadership audiences Are a strong generalist analyst who thrives in ambiguity, balances rigor with pragmatism, and challenges assumptions with data Communicate clearly with senior stakeholders across Recruiting, Finance, and the business Are comfortable owning end-to-end development of a function, defining what to build, building it, and iterating Thrive in a fast-paced environment, can pivot quickly as priorities shift, and are 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 compen