Senior Manager, Workforce Planning Strategy & Analytics

Ready to be a Titan? ServiceTitan is looking for a Senior Manager, Workforce Planning Strategy & Analytics to build and lead our enterprise workforce planning discipline within People Operations. This is a newly-defined leadership role responsible for shaping how ServiceTitan plans, forecasts, and organizes its workforce company-wide. You'll join the People Infrastructure team — a group that brings together People Technology, People Analytics, and Strategic Initiatives. You will be a key driver of the People Operations strategic agenda - partnering with HR leadership, Finance, Talent, and business leaders across the company to integrate workforce data into decisions on financial forecasting, headcount planning, recruitment strategy and global strategy. You'll own the models, frameworks, and operating rhythm that give leadership a clear, data-backed view of the workforce, and you'll help translate that view into strategic recommendations at the highest levels of the org. The ideal candidate is comfortable building capacity and scenario models from scratch, and knows how to operate as both a strategic advisor and a hands-on builder. You're equally comfortable constructing a forecasting model and briefing senior leaders on what it means for the company's strategy.

Build and lead ServiceTitan's enterprise workforce planning capability, defining the long-term vision, roadmap, and operating model in partnership with FP&A, HR leadership, Talent Acquisition and business stakeholders. Partner directly with FP&A to build demand forecasting, headcount, and scenario-planning models that connect workforce decisions to cost, capacity, and business outcomes - bringing rigor and technical structure to what has historically been a manual, spreadsheet-driven process. Diagnose and redesign the messy, cross-functional processes behind workforce and headcount planning - data collection, forecasting cadence, approval workflows - turning ambiguous or broken processes into scalable systems. Own and evolve the data infrastructure, tools, and reporting that power workforce planning, including building pipelines/dashboards that give leadership self-serve visibility into headcount and capacity. Influence senior stakeholders across Finance, HR, and business teams to adopt new models, frameworks, and ways of working — without relying on direct authority. Prepare and deliver executive-ready analysis and recommendations on workforce strategy, translating complex data into a clear narrative for senior leadership. Partner closely with Finance/FP&A on headcount governance, budget cycles, and long-term workforce cost planning.

6+ years of experience in FP&A, business/data analytics, management consulting, or a similarly quantitative strategy role — workforce planning experience is a plus but not required. Strong technical/data skills: advanced Excel and financial modeling required; SQL and BI tools (Tableau, Power BI, Looker) strongly preferred. Demonstrated experience building forecasting, capacity, or scenario models from scratch, often with incomplete or messy data. Track record of identifying and fixing broken or manual processes — building scalable, repeatable systems in their place. Strong influencing skills: comfortable driving change and building buy-in across Finance, HR, and business leaders without formal authority over them. Comfortable operating at both a strategic and hands-on level — able to build the model yourself and brief senior leaders on what it means. Strong executive presence and communication skills; able to turn complex data into a clear, actionable narrative. Ability to thrive in ambiguity in a fast-paced, high-growth environment. Bachelor's degree in a quantitative, business, finance, or related field, or equivalent experience. Be Human With Us: Being human isn’t about checking every box on a list. It’s about the experiences we have, people we meet, and the perspectives we share. So,