# SG&A Talent, Planning & Strategy Lead at Anduril Industries

Anduril Industries is hiring an SG&A Talent, Planning & Strategy Lead in Boston, United States. It pays $135k-$180k a year and Level rates it Little AI ●○○○; you can [apply on Anduril Industries](https://jobsbylevel.com/go/371315b8-777b-4b4d-b0b9-f4162b1a957f?utm_medium=ai-agent).

AI Level 1, AI centrality 26 out of 100. Boston, Massachusetts, United States.

## Details

- Company: [Anduril Industries](https://jobsbylevel.com/companies/anduril-industries)
- AI level: AI Level 1 (score 26 out of 100)
- Location: Boston, Massachusetts, United States
- Salary: $135k-$180k
- Posted: November 12, 2026
- Apply: https://jobsbylevel.com/go/371315b8-777b-4b4d-b0b9-f4162b1a957f?utm_medium=ai-agent
- Free CV review for this job: https://jobsbylevel.com/cv-review?job=sg-a-talent-planning-strategy-lead-at-anduril-industries-669beb

## Description

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

The description is cut here. Read the full offer: https://jobsbylevel.com/jobs/sg-a-talent-planning-strategy-lead-at-anduril-industries-669beb

Source: https://jobsbylevel.com/jobs/sg-a-talent-planning-strategy-lead-at-anduril-industries-669beb

## Cite this page

Level. https://jobsbylevel.com/jobs/sg-a-talent-planning-strategy-lead-at-anduril-industries-669beb.

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