Reporting to the Head of Strategic Workforce Planning, this role is responsible for building and operating the systems, operating rhythms, and governance that enable the Workforce Planning team to deliver strategic work consistently and at scale.
As the owner of the Workforce Planning operating system, this person will drive the team's core planning and execution cadence, including planning cycles, governance forums, SteerCo meetings, executive reporting, quarterly organizational health reviews, and recurring team operating rhythms. They will also oversee the integrated portfolio plan across Workforce Planning workstreams, ensuring clear priorities, ownership, milestones, dependencies, and risk management to keep initiatives moving forward in a coordinated way.
In addition, this role will lead the enablement and adoption of Workforce Planning tools, outputs, and policies by managing how approved content is packaged, scheduled, distributed, and communicated to the appropriate audiences. Success requires strong program management, operational excellence, and the ability to bring structure to complex, evolving work while partnering effectively across Talent Acquisition, HR Business Partners, People Analytics, People Technology, Finance, and other cross-functional stakeholders.
This is an individual contributor role with broad responsibility for planning operations, program delivery, enablement, and cross-functional coordination, allowing Workforce Planning Business Partners to focus on strategic advisory work while ensuring the team's operating model runs effectively.
Responsibilities- Own the Workforce Planning operating calendar, including planning cycles, governance forums, SteerCo meetings, executive reporting, and quarterly org health reviews.
- Support delivery across all workstreams by tracking plans, milestones, dependencies, risks, and actions.
- Own the Enablement & Adoption operating model and its delivery infrastructure.
- Challenge unclear scope, dates, ownership, and dependencies; escalate material risks with recommended options.
- Package, schedule, route, and distribute approved Workforce Planning insights and materials.
- Manage Talent Acquisition as a scaled distribution channel for Workforce Planning content.
- Build and maintain templates, playbooks, standards, self-service resources, and enablement materials.
- Coordinate training and education sessions and track adoption of tools, outputs, and processes.
- Prepare recurring executive materials using content provided by the relevant workstream owners.
- Coordinate with People Analytics and People Technology on tooling, reporting, and delivery infrastructure.
- Maintain clear documentation of decisions, ownership, processes, and ways of working.
- 8 or more years of experience in program management, business operations, planning operations, or strategy and operations.
- Strong project management skills, with the ability to manage multiple connected workstreams.
- Ability to create clear plans, timelines, ownership, and operating rhythms.
- Strong written and verbal communication skills, including experience preparing materials for senior leaders.
- Ability to identify and manage risks, dependencies, and blockers.
- Strong attention to detail and consistent follow-through.
- Ability to work independently and effectively across teams in an evolving environment.
- Comfort using data and feedback to track delivery and adoption.
- Demonstrated ability to use automation and AI-enabled tools to simplify operational workflows, documentation, reporting, and knowledge management.
- Demonstrated ability to conceptualize employee experience as a product, with proven success applying product management principles (roadmapping, user journeys, feature prioritization) to HR initiatives
- Proficiency in leveraging design thinking methodologies to deeply understand employee needs, rapidly prototype experience solutions, and implement data-driven iteration cycles that measurably enhance engagement and retention
- Exposure to workforce planning, talent planning, or finance planning.
- Experience working with cross-functional teams such as Talent Acquisition, HR Business Partners, People Analytics, People Technology, and Finance.
- Experience supporting planning cycles, governance forums, or the rollout of new tools and processes.
AI fluency means using these tools to amplify human judgment, not replace it. We believe people with these skills will thrive as work and technology continue to evolve:
- Awareness: Understand yourself and others.
- Judgment: Evaluate information and make decisions in complex situations.
- Adaptability: Learn, adjust, and stay effective through change.
- Connection: Communicate, collaborate, and build trust.
To learn more about why these skills matter and what the data shows about thriving through change, read this blog post from our Chief People Officer, Melanie Rosenwasser.
CompensationUS Zone 1
This role is not available in Zone 1
Skills Required
- 8 or more years of experience in program management, business operations, planning operations, or strategy and operations
- Strong project management skills, with the ability to manage multiple connected workstreams
- Ability to create clear plans, timelines, ownership, and operating rhythms
- Strong written and verbal communication skills, including experience preparing materials for senior leaders
- Ability to identify and manage risks, dependencies, and blockers
- Strong attention to detail and consistent follow-through
- Ability to work independently and effectively across teams in an evolving environment
- Comfort using data and feedback to track delivery and adoption
- Demonstrated ability to use automation and AI-enabled tools to simplify operational workflows, documentation, reporting, and knowledge management
- Demonstrated ability to conceptualize employee experience as a product and apply product management principles to HR initiatives
- Proficiency in leveraging design thinking methodologies for employee needs, prototyping, and iterative improvement
- Exposure to workforce planning, talent planning, or finance planning
- Experience working with cross-functional teams such as Talent Acquisition, HR Business Partners, People Analytics, People Technology, and Finance
- Experience supporting planning cycles, governance forums, or the rollout of new tools and processes
What the Team is Saying
Dropbox Compensation & Benefits Highlights
How does Dropbox ensure its pay and bonus plans are competitive?
Dropbox ensures base pay and bonuses are competitive by benchmarking pay using formal compensation surveys to create salary ranges and bonus targets, and conducting twice-yearly reviews aligned with performance.
Employees describe pay and bonuses as competitive and performance-driven.
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What We Do
We're a global community of bold visionaries and resourceful doers who are shaping the future of Dropbox—and with it the future of work. Our Virtual First model combines the flexibility of a distributed workplace with the power of human connection, making space for both meaningful work and meaningful relationships. With our start-up mindset and enterprise-level opportunities, you can be who you are and grow into who you’re meant to be. Here, you can own your impact to make work more intuitive, joyful, and human—for you as a Dropboxer and for hundreds of millions of people worldwide. If you're ready to push boundaries—and yourself—Dropbox is ready for you.
Why Work With Us
We believe people do their best work when empowered with autonomy and harmony, and we understand there’s no substitute for human connection. Our Virtual First model combines the flexibility of remote work with the power of in-person collaboration to create the best of both worlds: a distributed workplace, anchored in community.
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Employees work remotely.
While remote work is the primary experience for our employees, we also prioritize opportunities for quarterly in-person collaboration knowing that connection is vital to a thriving workforce. We focus on how we work, not where we work.
