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 organizationDevelop explicit 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 HRBPs to conduct workforce analyses, identify talent gaps,



and translate business strategy into workforce needs independently

Partner with HR Learning and OD teams to embed SWP skills into the broader HR capability agenda, ensuring workforce planning is treated as a core HR competency

Lead the change management strategy for SWP adoption across the enterprise; building awareness, engagement, and buy-in among HRBPs, business leaders and People team stakeholders

Identify and develop a network of SWP champions across business units to drive local adoption of workforce planning practices and sustain momentum beyond central team capacity

Establish feedback loops with HRBPs and business leaders to continuously improve the relevance, usability, and impact of SWP tools and processes

Measure and report on SWP maturity and adoption across the enterprise, using insights to prioritize where additional capability investment or hands‑on support is needed

AI & Future of Work Strategy

Contribute to the development of the enterprise Workforce of the Future strategy, incorporating AI, automation, and emerging work models

Help define the strategic approach to understanding AI's impact on workforce composition, skills requirements, and talent sourcing strategies

Partner with Technology, Finance, and Operations leaders to align workforce strategy with AI adoption roadmaps and digital transformation initiatives

Monitor external workforce trends, labor market signals, and competitive intelligence to inform proactive workforce strategies (in partnership with Talent Intelligence team)

Qualifications

7+ years of progressive HR experience with a focus on Strategic Workforce Planning, HR strategy, or organizational effectiveness

Bachelor's degree in HR, Business, or a related field required; Master's degree an advantage

Experience contributing to workforce planning strategies in complex, matrixed organizations

Experience partnering with HR and business stakeholders to support talent strategy and workforce decisions

Robust understanding of AI's impact on workforce design, skills evolution, and future of work trends

Demonstrated experience in workforce demand and supply modeling at a working level; ability to interpret and apply model outputs to business decisions

Strong financial acumen; experience working with Finance or FP&A; on headcount budgeting, cost modeling, and workforce investment cases

Experience designing and delivering capability building programs, learning interventions, or change management initiatives within an HR or people function

Familiarity with workforce planning tools, HR technology, and people analytics platforms

Ability to work collaboratively across HR

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📌 Strategic Workforce Planning, Senior Manager (Ontario)
🏢 Equinix
📍 Ontario