Planning Lead Jobs
Planning Lead jobs are open across construction, infrastructure, urban development, and logistics, covering specializations in project scheduling, resource planning, and production planning, from mid-level to senior and principal roles. Find a role that fits below and apply directly.
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Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century's most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril's family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.
About The Role
Every part of the business needs someone who knows its hiring picture cold and can turn that into a plan. That is this role. You are the embedded planning partner for an assigned scope, running its demand and capacity picture and producing the read that goes up into the enterprise view. The work sits between the analytics and the business. You own the numbers for your scope: the demand, the capacity against it, and where the plan is going to miss. You also own what happens next. That means the conversation with the stakeholders behind the numbers, the process or operational change that follows, and the systems-level fix so the same problem is not back next month. The output is a decision, not a report.
You are the operating partner to SG&A (Sales, General, Admin) recruiting leadership; equal parts chief of staff, business operator, and strategic planner. You assess upcoming demand across this entire organization, turn messy data into clear plans, and make the business decisions that set this team up to win before the requisitions even open. You sit in leadership meetings, represent TA (talent acquisition) to cross-functional partners and division leaders, and own the roadmap for how we plan, allocate, and scale our recruiting capacity.
The output of your work is not a dashboard. It is a decision: where we should be pointed, what we should prioritize, and what we should deprioritize, delivered with the conviction and executive presence to make it stick.
Who You Are
You are a planner with recruiting instincts and an operator's mindset. You have enough TA exposure to know when a plan will not survive contact with the market, and enough business acumen to frame the tradeoff in terms a CFO would respect.
You have executive presence. You are comfortable being the most junior person in a room full of VPs and presenting the recommendation, not the options. You build trust by being the person who always has the answer — or knows exactly how to get it.
Most of all, you are resourceful. You get handed a messy, half-documented problem and you find the path forward. When the obvious answer does not work you do not stop, and you do not wait to be told where to look. You can tell what matters from what is noise, and you turn incomplete information into a recommendation that moves the business.
What You'll Do
Talent Planning, Capacity Strategy & Systems (~70%)
- Own the Headcount Plan. Run the SG&A headcount planning and capacity model: track approvals, update scenarios, manage change control, and keep leadership on a current, reliable view.
- Model Capacity Against Demand. Maintain a live picture of recruiting capacity against incoming demand. Produce the rolling roadmap — demand, capacity, gap, decision needed, date — that feeds the enterprise view.
- Run Demand Intake and Drive Prioritization. Frame the tradeoffs and see the sequence demand against constrained capacity with data-backed rationale. Operate the framework for how business lines submit, justify, and prioritize hiring needs. Turn disparate requests into one source of truth.
- Build the Infrastructure & Own the Data Layer. Replace tribal knowledge and manual processes with automation, structure, and repeatable systems. Be the counterpart on recruiting analytics — funnel velocity, capacity modeling, scorecards, BI platform — and drive adoption so stakeholders can self-serve.
- Partner With Finance. Connect hiring plans to SG&A financials: budget alignment, cost modeling, and downstream implications of capacity decisions.
- Own TA Market Mapping for Expansion. For new sites, facilities, or countries — own the talent read: density, competitor presence, hiring ramp, wage implications, and the recruiting capacity to staff it. Put the talent picture in the room before the decision, not after.
- Report International Movement. International expansion lands in your plan on the same methodology as domestic demand — country tier changes, new in-country needs, and the capacity that follows.
Business Operations & Executive Partnership (~30%)
- Be the Operating Partner to TA Leadership. Your TA leader should never walk into a business review without a capacity story you built — one that connects hiring progress to business outcomes and carries the recommendation on the page.
- Program manage SG&A's section end to end — capacity against demand, productivity, funnel health, SLA burndown. You own the meeting, the materials, and the follow-ups.
- Represent TA Across the Business. You are in the room with division leaders, finance partners, and cross-functional stakeholders — representing what TA sees, what the data says, and what it means for their plans.
Required Qualifications
- 5+ years of professional experience in talent acquisition, people operations, business operations, strategy, consulting, or a related planning-intensive function.
- Strong analytical skills: proficient in Excel or Google Sheets, capable of building and maintaining headcount and capacity models, and comfortable working in messy data environments.
- Experience building structure in ambiguous situations where the process did not exist and the data was incomplete.
- Able to translate analysis into a short, decision-ready narrative for leadership. Strong slide craft, your decks carry the recommendation on the page and hold up when read without you in the room.
- Understanding of the recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) well enough to catch an infeasible plan.
- Experience influencing stakeholders who do not report to you.
- Comfort operating with high autonomy and making prioritization calls with limited guidance.
- Must be a U.S. Person due to required access to U.S. export controlled information or facilities.
Preferred Qualifications
- Background in BizOps, management consulting, FP&A, Chief of Staff, or Strategy & Ops in addition to People or TA workstreams.
- Experience with Palantir Foundry or similar data platforms.
- Familiarity with HRIS (Workday, ChartHop, Oracle, Rippling), ATS (Greenhouse), and BI or analytics platforms.
- Exposure to the embedded partner model (DivOps, BizOps, or similar).
- Defense, aerospace, or other program-driven hiring environment.
The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:
Benefits
At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you're supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.
Protecting Yourself from Recruitment Scams
Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.
To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:
No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.
- Please always verify communications:
- Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.
- Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.
Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.
What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.
Data Privacy
To view Anduril's candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.
By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.
Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century's most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril's family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.
About The Role
Every part of the business needs someone who knows its hiring picture cold and can turn that into a plan. That is this role. You are the embedded planning partner for an assigned scope, running its demand and capacity picture and producing the read that goes up into the enterprise view. The work sits between the analytics and the business. You own the numbers for your scope: the demand, the capacity against it, and where the plan is going to miss. You also own what happens next. That means the conversation with the stakeholders behind the numbers, the process or operational change that follows, and the systems-level fix so the same problem is not back next month. The output is a decision, not a report.
You are the operating partner to SG&A (Sales, General, Admin) recruiting leadership; equal parts chief of staff, business operator, and strategic planner. You assess upcoming demand across this entire organization, turn messy data into clear plans, and make the business decisions that set this team up to win before the requisitions even open. You sit in leadership meetings, represent TA (talent acquisition) to cross-functional partners and division leaders, and own the roadmap for how we plan, allocate, and scale our recruiting capacity.
The output of your work is not a dashboard. It is a decision: where we should be pointed, what we should prioritize, and what we should deprioritize, delivered with the conviction and executive presence to make it stick.
Who You Are
You are a planner with recruiting instincts and an operator's mindset. You have enough TA exposure to know when a plan will not survive contact with the market, and enough business acumen to frame the tradeoff in terms a CFO would respect.
You have executive presence. You are comfortable being the most junior person in a room full of VPs and presenting the recommendation, not the options. You build trust by being the person who always has the answer — or knows exactly how to get it.
Most of all, you are resourceful. You get handed a messy, half-documented problem and you find the path forward. When the obvious answer does not work you do not stop, and you do not wait to be told where to look. You can tell what matters from what is noise, and you turn incomplete information into a recommendation that moves the business.
What You'll Do
Talent Planning, Capacity Strategy & Systems (~70%)
- Own the Headcount Plan. Run the SG&A headcount planning and capacity model: track approvals, update scenarios, manage change control, and keep leadership on a current, reliable view.
- Model Capacity Against Demand. Maintain a live picture of recruiting capacity against incoming demand. Produce the rolling roadmap — demand, capacity, gap, decision needed, date — that feeds the enterprise view.
- Run Demand Intake and Drive Prioritization. Frame the tradeoffs and see the sequence demand against constrained capacity with data-backed rationale. Operate the framework for how business lines submit, justify, and prioritize hiring needs. Turn disparate requests into one source of truth.
- Build the Infrastructure & Own the Data Layer. Replace tribal knowledge and manual processes with automation, structure, and repeatable systems. Be the counterpart on recruiting analytics — funnel velocity, capacity modeling, scorecards, BI platform — and drive adoption so stakeholders can self-serve.
- Partner With Finance. Connect hiring plans to SG&A financials: budget alignment, cost modeling, and downstream implications of capacity decisions.
- Own TA Market Mapping for Expansion. For new sites, facilities, or countries — own the talent read: density, competitor presence, hiring ramp, wage implications, and the recruiting capacity to staff it. Put the talent picture in the room before the decision, not after.
- Report International Movement. International expansion lands in your plan on the same methodology as domestic demand — country tier changes, new in-country needs, and the capacity that follows.
Business Operations & Executive Partnership (~30%)
- Be the Operating Partner to TA Leadership. Your TA leader should never walk into a business review without a capacity story you built — one that connects hiring progress to business outcomes and carries the recommendation on the page.
- Program manage SG&A's section end to end — capacity against demand, productivity, funnel health, SLA burndown. You own the meeting, the materials, and the follow-ups.
- Represent TA Across the Business. You are in the room with division leaders, finance partners, and cross-functional stakeholders — representing what TA sees, what the data says, and what it means for their plans.
Required Qualifications
- 5+ years of professional experience in talent acquisition, people operations, business operations, strategy, consulting, or a related planning-intensive function.
- Strong analytical skills: proficient in Excel or Google Sheets, capable of building and maintaining headcount and capacity models, and comfortable working in messy data environments.
- Experience building structure in ambiguous situations where the process did not exist and the data was incomplete.
- Able to translate analysis into a short, decision-ready narrative for leadership. Strong slide craft, your decks carry the recommendation on the page and hold up when read without you in the room.
- Understanding of the recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) well enough to catch an infeasible plan.
- Experience influencing stakeholders who do not report to you.
- Comfort operating with high autonomy and making prioritization calls with limited guidance.
- Must be a U.S. Person due to required access to U.S. export controlled information or facilities.
Preferred Qualifications
- Background in BizOps, management consulting, FP&A, Chief of Staff, or Strategy & Ops in addition to People or TA workstreams.
- Experience with Palantir Foundry or similar data platforms.
- Familiarity with HRIS (Workday, ChartHop, Oracle, Rippling), ATS (Greenhouse), and BI or analytics platforms.
- Exposure to the embedded partner model (DivOps, BizOps, or similar).
- Defense, aerospace, or other program-driven hiring environment.
The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including:
Benefits
At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you're supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.
Protecting Yourself from Recruitment Scams
Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.
To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:
No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.
- Please always verify communications:
- Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.
- Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.
Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.
What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.
Data Privacy
To view Anduril's candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.
By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.
Planning Lead Jobs by Experience Level
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Find Planning Lead JobsPlanning Lead Job Market
Who's Hiring
Top Industries Hiring
- Education
- Insurance
- Manufacturing
- Chemicals & Materials
- Technology & Software
What Employers Look For
The qualifications that appear most often in planning lead jobs.
- 5 or more years of project or program planning experience in a relevant industry
- Proficiency in Primavera P6, Microsoft Project, or equivalent scheduling software
- Experience developing and maintaining integrated master schedules across multiple workstreams
- Strong understanding of earned value management and schedule performance metrics
- Bachelor's degree in engineering, construction management, project management, or a related field
- Project Management Professional certification or equivalent planning credential preferred
Tips for Your Planning Lead Job Search
Tailor your resume to planning outputs
Planning leads are evaluated on deliverables like master schedules, resource allocation models, and milestone tracking reports. List the specific planning artifacts you've owned, the scale of the projects they supported, and the tools you used to build them.
Highlight your scheduling software proficiency
Many planning lead postings screen for proficiency in Primavera P6, Microsoft Project, or similar tools. Name the software explicitly in your resume's skills section and describe how you used it to manage dependencies, track earned value, or report to stakeholders.
Apply early to roles that fit
Migrate Mate lists planning lead openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare case studies for your interview
Interviewers for planning lead roles typically ask you to walk through a past project where your planning work resolved a schedule conflict or resource constraint. Prepare two or three examples with clear before-and-after context, your specific actions, and the measurable outcome.
Target postings by project phase and sector
Planning lead roles in construction differ substantially from those in manufacturing or software delivery. When searching, combine the job title with sector terms or phase descriptors like 'capital projects,' 'program planning,' or 'integrated master schedule' to surface the most relevant openings.
Negotiate scope alongside compensation
Planning leads frequently inherit under-resourced schedules or siloed data. During offer conversations, ask directly about team size, existing schedule baseline quality, and reporting structure so you can assess whether the role sets you up to do the work effectively.
Planning Lead Jobs: Frequently Asked Questions
Which companies are hiring the most planning leads?
TD, Mars, and Apple are hiring the most planning leads right now, with openings concentrated in California, Massachusetts, and New York, based on current listings on Migrate Mate as of November 2026. Demand is particularly strong in capital-intensive sectors where large-scale project delivery depends on dedicated planning oversight.
How many planning lead jobs are remote?
About 84% of planning lead openings are fully remote or hybrid as of November 2026, reflecting the hands-on coordination requirements that many planning roles carry. Sub-areas like program-level schedule analysis, reporting, and planning systems administration tend to offer the most remote flexibility compared to site-based construction or manufacturing roles.
How do you become a planning lead?
Start by building hands-on experience as a planner or scheduler on project teams, learning to create and update baseline schedules, track progress, and report variances. Develop proficiency in industry-standard scheduling tools, then take on progressively larger or more complex projects. Earning a recognized project management or scheduling certification strengthens your candidacy for lead-level roles.
Can you get hired as a planning lead with little experience?
Moving directly into a planning lead role with no planning background is uncommon because the position carries accountability for schedule integrity across a team or project. A realistic path is to start as a planning coordinator or junior scheduler, demonstrate ownership of discrete schedule components, and build toward lead responsibilities over several project cycles in your chosen sector.
What does the planning lead interview process look like?
Most planning lead interviews include a screening call focused on your scheduling tool experience and industry background, followed by a technical interview where you walk through how you have built or recovered a complex schedule. Later rounds often involve a panel with project managers or engineers who assess how you handle competing priorities, stakeholder communication, and schedule risk.
Where can I find and apply to planning lead jobs?
You can find and apply to planning lead jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your background and apply directly to each listing.
See All 139+ Planning Lead Jobs
Find roles that match your experience and apply in just a few clicks.
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