As a member of our team, you will be shaping the future of cybersecurity. We work fast, value ongoing learning, and we respect each employee as a unique individual. Knowing we all have different needs, our development and personal wellbeing programs are designed to give you choice in how you are supported. This includes our FLEXBenefits wellbeing spending account with over 1,000 eligible items selected by employees, our mental and financial health resources, and our personalized learning opportunities - just to name a few!

At Palo Alto Networks, we believe in the power of collaboration and value in-person interactions. This is why our employees generally work full time from our office with flexibility offered where needed. This setup fosters casual conversations, problem-solving, and trusted relationships. Our goal is to create an environment where we all win with precision.

Your Career

As a leader in establishing a new workforce planning function, you will work across the company to analyze workforce needs, forecast future talent requirements, and develop workforce strategies and plans that align to the company's strategic and financial plans. Partnering closely with business leaders, Finance, and the People team, you will leverage your expertise to support and help execute these plans. Workforce plans will include a long-range strategy for resource allocation as well as short term plans that cover the number of people, mix of insourcing and outsourcing, locations, role, level mix, and high level cost impact. Your goal is to help us optimize resource allocation to maximize productivity and efficiency. You will develop metrics and a monitoring plan to ensure the effective implementation of the plan while identifying ways to continually improve the overall resource allocation of the company.

Your Impact

• Influential Leadership - Ability to inspire and influence in highly matrixed, fast-moving, and changing environments - Thrive amidst ambiguity and build momentum through strong relationships and impactful contributions
• Data Analytics and Visualization - Summarize people costs from the financial plan and visualize data to track progress effectively
• Data Modeling - Develop long and short-term scenarios in partnership with Finance articulating the HC and cost impact of various people strategies
• Organizational Design - Partner with People Business Partners and Executive Business Leaders to evaluate and optimize organizational effectiveness and efficiency
• Program Management - Execute strategies with clear milestones over the long term to deliver results
• Cross-functional Collaboration - Work seamlessly across finance, HR, strategy, and business

Your Experience

• Strategic planning
  • Develop a 3-year Workforce Plan by function
  • Establish first principles for resource allocation
  • Define productivity metrics by segment and role within each function
  • Identify critical roles and skills necessary for functional strategy execution and potential gaps
  • Launch transformational and hygiene initiatives to optimize revenue per employee
  • Create comprehensive headcount and budgetary plans for personnel
• Operational plans
  • Support functional leaders to develop workforce plans as part of the annual planning process
  • Specific milestones for all transformations & hygiene initiatives
  • Monitor and track progress on a quarterly basis
• Company-wide initiatives to improve effectiveness
  • Identify company-wide opportunities to improve effectiveness
  • Strategize around location and filling capability gaps through hiring, pipelining, or development
  • Improve organizational structure regarding spans and layers
• Inform execution for enabling functions
  • Promotion rates - establish by function as a driver costs
  • Places - space planning
  • Recruiting - sourcing, pipeline and capacity required
  • IT - system, automation & AI dependencies
  • Learning - learning needs to support critical capabilities
  • Compensation & benefits - comp & bens strategy
  • Procurement - inform of sourcing needs
  • Contingent Workforce Team - identify contract workers based on desired mix

The Team

The People Strategy & Transformation team is pivotal in shaping the future of our company. By harnessing the power of people analytics, we identify the key factors that drive employee engagement and productivity. Our performance management strategies ensure alignment with our core priorities, while our workforce planning initiatives map out a clear path to meet our future organizational needs.

Compensation Disclosure

The compensation offered for this position will depend on qualifications, experience, and work location. For candidates who receive an offer at the posted level, the starting base salary (for non-sales roles) or base salary + commission target (for sales/commissioned roles) is expected to be between $203000 - $278750/YR. The offered compensation may also include restricted stock units and a bonus. A description of our employee benefits may be found here.

Our Commitment

We're problem solvers that take risks and challenge cybersecurity's status quo. It's simple: we can't accomplish our mission without diverse teams innovating, together.

We are committed to providing reasonable accommodations for all qualified individuals with a disability. If you require assistance or accommodation due to a disability or special need, please contact us at accommodations@paloaltonetworks.com.

Palo Alto Networks is an equal opportunity employer. We celebrate diversity in our workplace, and all qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or other legally protected characteristics.

All your information will be kept confidential according to EEO guidelines.