Senior Program Manager, TA Workforce Planning

Working at Atlassian

Atlassians can choose where they work whether in an office, from home, or a combination of the two. That way, Atlassians have more control over supporting their family, personal goals, and other priorities. We can hire people in any country where we have a legal entity. Interviews and onboarding are conducted virtually, a part of being a distributed-first company.

Atlassian is a distributed-first company. To best enable collaboration with our primary stakeholders, we're seeking candidates in PST, MST, or CST.

About the Role

Reporting to the Senior Manager, TA Planning, you'll be connected across our enterprise headcount planning partners and own end-to-end TA capacity and workforce strategy. Starting with a deep knowledge of what our headcount budget is, you'll build and iterate the capacity model, forecast recruiter/sourcer load and productivity, and optimize the FTE-to-contingent mix to hit hiring goals on time and on budget. You'll run the quarterly and annual planning cadenceimproving roster accuracy and automating forecasts with People Insightsand centralize contingent workforce governance. You'll partner closely with TA Leadership, FP&A, People Insights, and Headcount Planning to align forecasts to the Long-Range Plan and deliver clear, data-backed recommendations that keep hiring on target and drive continuous improvement.

• Drive programmatic support for Business Headcount Planning: manage timelines, ensure on-time deliverables from stakeholders, and align models across FP&A, TA Delivery, and TA Capacity.
• Act as the primary liaison among TA Planning, TA Leadership, Headcount Planning, FP&A, People Insights, and People Partnersdriving alignment, effective decision-making, and exec-ready communications (capacity outlooks, risk registers, scenario outcomes, and recommendations with clear calls to action).
• Lead quarterly TA capacity planningown the model, productivity assumptions, and cross-functional alignment (TA, FP&A, People Insights).
• Maintain accurate roster coverage by improving automation and ensuring workforce movements (backfills, transfers, leaves, attrition) are reflected in forecasts.
• Model role types and productivity assumptions (recruiters, sourcers, coordinators), including ramp, leave, and portfolio mix; recommend inputs to the TA capacity model.
• Align capacity to the Long-Range Plan and evolving demand; surface tradeoffs, risks, and data-backed recommendations to leadership.
• Evolve capacity planning operations and tooling with People Insights to increase automation, accuracy, and forecasting capability (ingestion, validation, dashboards).
• Establish and run a predictable cadence (quarterly/monthly) with milestones, owners, deliverables, and quality gates; maintain documentation, playbooks, and training as the single source of truth.
• Centralize contractor planning and governance (budget tracking, extension reviews, PO management) and model optimal workforce mix (FTE vs. contingent) to meet capacity needs; define mechanisms to track and improve contractor productivity and effectiveness, and provide recommendations on utilization and conversion impacts.
• Facilitate forums, pre-reads, and decision logs; ensure accountability for actions and timely unblocking.

• 7+ years in program management, workforce planning, recruiting operations, or similar People/HR domains; experience at scale preferred.
• Demonstrated history of partnering across a diverse group of cross-functional, senior level stakeholders with varying business needs.
• Strong analytical capability, proficiency with spreadsheets, comfort collaborating on forecasting models and dashboards.
• Track record of driving cross functional partnership and implementation of automation, process re-engineering, and change management.
• Strong ability to articulate and distill complex, technical, or ambiguous information into clear, actionable insights for senior leadersenabling them to make informed decisions quickly and confidently.
• Demonstrated experience implementing changes and communicating with a broader management audience to achieve intended behaviors and outcomes.
• Contingent workforce governance and vendor/PO management experience a plus.