Resource Manager (Workforce Planning and Staffing)
New
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JetBrainsSoftware Development
Amsterdam, Netherlands; Belgrade, Serbia; Berlin, Germany; Limassol, Cyprus; Madrid, Spain; Munich, Germany; Paphos, Cyprus; Prague, Czech Republic; Remote, Germany; Warsaw, Poland; Yerevan, ArmeniaFull-TimeMiddle
Salary not disclosed
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Job Details
- Languages
- English
- Required Skills
- Data AnalysisStakeholder managementBudget management
Requirements
- Experience in workforce planning, staffing, recruiting operations, talent operations, HR business partnering, or another cross-functional role at the intersection of people, planning, and execution.
- Comfortable working with headcount plans, budgets, forecasts, and leadership reporting.
- Proficiency in using data and analytics to derive clear conclusions, identify risks, and support decision-making.
- Strong understanding of hiring processes and factors affecting delivery, quality, and candidate experience.
- Ability to build trust with senior stakeholders and challenge unrealistic or unclear requests constructively.
- Ability to operate in a fast-paced environment, manage multiple hiring streams, and balance strategic planning with execution.
- Experience applying equitable and inclusive hiring practices in role definition and candidate evaluation.
- Clear communication skills in English.
- Highly organized, reliable, and capable of bringing structure to ambiguity.
Responsibilities
- Own and maintain department workforce plans, including headcount, open roles, timing, priorities, and statuses.
- Ensure staffing plans stay accurate, up to date, and aligned with approved budgets, headcount allocation, and company-wide governance.
- Partner closely with the Talent Acquisition team, business unit leaders, hiring managers, HR business partners, and the Finance department.
- Translate business goals into clear staffing priorities, surface trade-offs early, and help leaders make realistic decisions when capacity or budget is constrained.
- Facilitate role scoping and intake discussions to clarify business needs, required capabilities, appropriate role levels, target profiles, evaluation approaches, and hiring timelines.
- Turn staffing priorities into an executable hiring roadmap.
- Identify and remove blockers such as unclear role requirements, unrealistic expectations, compensation mismatches, or process friction.
- Provide regular leadership updates, forward-looking forecasts, and scenario planning.
- Govern headcount allocation, replacement logic, and internal mobility moves.
- Advise on alternatives to external hiring where appropriate, including internal mobility, temporary rotations, outsourcing/outstaffing, or role redesign.
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