Strategic Workforce Planning, 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. A place where bold ideas are welcomed, human connection is valued, and everyone has the opportunity to shape their future. A career at Equinix means being at the center of shaping what comes next and amplifying customer value through innovation and impact. You'll work across teams, influence key decisions, and help shape the path forward. You'll find belonging, purpose, and a team that welcomes you-because when you feel valued, you're empowered to do your best work. Job Summary The Strategic Workforce Planning (SWP) Senior Manager leads the development and execution of workforce planning strategies across the enterprise, anchored in organizational goals and the future of work. This role partners with HRBPs, corporate strategy, and business leaders to define workforce needs, build SWP capability, and shape the organization's approach to AI-driven talent strategy. Responsibilities Enterprise WFP Strategy Define and implement the enterprise-wide approach to Strategic Workforce Planning, anchored in organizational goals and objectives Develop and maintain the SWP framework, methodology, and governance model to drive consistency and quality across business units Translate business strategy into long-range workforce planning priorities, incorporating workforce of the future and AI-driven work transformation insights Consultative Partnership Provide consultative support to HRBPs in defining Business-Unit WFP needs, translating business goals into actionable workforce strategies Partner with senior leaders to signal talent choices and implications of strategic decisions, including workforce transformation, AI adoption, and organizational redesign Act as a subject matter expert on SWP best practices, methodologies, and emerging trends Build SWP capability across the People team, coaching HRBPs and Workforce Insight partners on workforce planning processes Enterprise Consolidation & Reporting Consolidate Business-Unit WFP outputs to create an integrated enterprise-wide workforce view for the Board, Executive Team, and key stakeholders Manage the enterprise workforce planning calendar, ensuring timely and high-quality WFP cycles are executed across the organization Develop clear executive narratives translating complex workforce data into actionable strategic insights for leadership Track and report on key workforce planning metrics, trends, and KPIs to inform enterprise talent decisions Continuously evolve reporting frameworks to reflect shifting business priorities and workforce dynamics Headcount & Financial Planning Integration Partner closely with Strategy and Finance to integrate workforce plans into annual and multi-year headcount budgeting cycles, ensuring alignment between people strategy and financial planning Serve as the HR lead in headcount planning processes, translating workforce demand signals into approved headcount budgets and org cost models Develop and maintain workforce cost models that reflect span of control, role mix, location strategy, and workforce composition (FTE, contractor, contingent) to support financial decision-making Collaborate with Finance to build headcount forecasting models that account for attrition, internal mobility, hiring timelines, and productivity ramp, enabling more accurate cost projections Support business leaders and HRBPs in translating strategic priorities into headcount investment cases, with clear linkage to business outcomes and ROI Provide ongoing headcount variance analysis - tracking actuals vs. plan - and surface insights to HR and Finance leadership to inform in-year decisions and future planning cycles Workforce Demand & Supply - Strategic Interpretation Serve as the primary business-facing interpreter of demand and supply model outputs, translating quantitative forecasts produced by the SWP Operations team into clear workforce strategies and leadership recommendations Partner with the SWP Operations Senior Manager to define the business questions and planning scenarios that should be modelled, ensuring analytical priorities are driven by strategic need Apply demand and supply insights to inform build/buy/borrow/automate decisions, working with HRBPs and business leaders to sequence and prioritize workforce actions Communicate workforce gap analyses and scenario outcomes to senior stakeholders in a way that drives decision-making, not just awareness Ensure modeling outputs are connected to tangible talent strategies - acquisition, development, redeployment, or restructuring - and tracked through to implementation HRBP Capability Building & Change Management Own the design and delivery of an SWP capability building program for HRBPs, equipping them to lead Business-Unit workforce planning conversations with confidence and rigor Develop practical tools, frameworks, and playbooks that enable HR