Workforce Planning Analyst, Air Dominance & Strike

- Own the quantitative answer to AD&S's #1 execution risk: do we have the right people on the right programs at the right time?

- Build and maintain staffing demand models across 50+ programs, integrating multiple systems into a single source of truth that leadership acts on

- Produce gap analysis at the program × dept × team level - not just "how many are we short" but "which discipline, on which program, and how long to close at current rate"

- Track the full staffing funnel from Hiring → Staffing → Billing, surfacing where breakdowns occur and who owns the fix

- Validate demand against Finance forecasts and flag misalignment before it reaches leadership

- Monitor whether the division's staffing priority list is actually driving behavior - measure pre/post, flag programs losing share to lower-priority work, and give leadership the data to intervene

- Build executive-facing deliverables that turn ambiguous leadership questions into quantified answers with timelines

- Drive data quality across systems by pushing managers to update assignments, reconciling headcount across platforms, and building processes that keep the picture current as the org scales

- You solve the problem by building the model - not by scheduling the meeting about the model

- You're fluent across Finance, Recruiting, Engineering, and Program Management and can hold a conversation with any of them without losing precision

- You open the spreadsheet at 9pm because the number doesn't tie and it's going to bother you until it does

- You're both rigorous and fast - you can produce a defensible answer in hours, not weeks

- You have experience working at a high-growth technology company or in a demonstrably high-growth environment

- You can manipulate data independently - you don't wait for a data team to pull what you need

- You produce executive-facing output directly - not through intermediaries