What are the responsibilities and job description for the Strategic Workforce Planning and Resourcing Partner position at Crusoe?
Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.
We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.
We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.
If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
About This Role:
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. This role is on-site at our San Francisco office.
What You’ll Be Working On:
Compensation will be paid in the range of up to $125,000 -$150,000 Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data.
Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.
We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.
We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.
If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
About This Role:
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. This role is on-site at our San Francisco office.
What You’ll Be Working On:
- 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.
- 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.
- Advanced certification in Workforce Planning (e.g., SWPP) or an MBA.
- Experience implementing headcount management or resource planning software from scratch.
- Background in management consulting with a focus on organizational design or human capital.
- Familiarity with labor laws and staffing nuances in the construction or energy sectors.
- Competitive compensation and equity packages
- Restricted Stock Units
- Paid time off, paid holidays & leave of absence programs
- Comprehensive health, dental & vision insurance
- Employer contributions to HSA account
- Paid parental leave
- Paid life insurance, short-term and long-term disability
- Professional development & tuition reimbursement
- Mental health & wellness support
- Commuter benefits (parking & transit)
- Cell phone stipend
- 401(k) Retirement plan with company match up to 4% of salary
- Volunteer time off
- Global travel insurance & emergency assistance
- Daily meals allowance
- Additional perks & programs specific to location
Compensation will be paid in the range of up to $125,000 -$150,000 Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data.
Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.