We're hiring a Sr. Workforce Strategist to be the single accountable owner of workforce management (WFM) across Mercury's Banking Operations function. This is a high-autonomy, high-impact role with a direct line to leadership in Risk, Finance, and Vendor Strategy.
\nAs the Sr. Workforce Strategist, you will own the discipline end-to-end and translate modeled plans into realized utilization and cost avoidance on the floor. You will serve as the single accountable WFM owner across BPO partners and Banking Operations' internal headcount, running forecasting, scheduling, intraday, and cross-site/cross-vendor balancing to hit utilization and SLA targets.
\nKey responsibilities include unified workforce ownership, forecasting & capacity planning, routing & queue configuration, cross-site & cross-vendor balancing, finance partnership, performance infrastructure, and tier mix & vendor strategy input.
\nTo succeed in this role, you will need 8+ years of workforce management experience, including direct ownership of forecasting, scheduling, and intraday for contact center or operations teams at scale (300+ FTE). You should have a strong command of WFM fundamentals, such as Erlang modeling, shrinkage and occupancy math, multi-skill routing, and intraday management.
\nPreferred skills and experience include hands-on experience with Assembled (strongly preferred), or comparable modern WFM platforms, experience in fintech, banking, or regulated operations environments, and experience designing pooling and cross-skilling strategies in a multi-LOB contact center.
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\nYou'll be responsible for forecasting demand, planning headcount across both FTE and vendor teams, and ensuring the Support organization is staffed appropriately across channels, regions, and time zones. Your work will directly influence how the company scales support while maintaining strong service levels and operational efficiency.
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\nThis work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence. This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk.
\nAbout the team
\nThis team sits within the global people operations and shared services team, and is tasked with ownership of Okta’s contingent workforce program. You’ll be joining an amazing organisation full of talented HR professionals.
\nAbout the role
\nThe Contingent Workforce Program Manager will drive the evaluation, optimisation, and ongoing support of Okta’s contingent worker program. This role is responsible for the end-to-end lifecycle of the non-employee population, with a rigorous focus on third-party risk management (TPRM).
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\nAbout you
\nYou’re a self-starter: You thrive in a fast-paced environment, have a bias for action, and move work forward even when things are ambiguous. You’re customer-centric: You keep user experience at the forefront of everything you do. You can navigate between the worlds of experience and compliance, and you never sacrifice one for the other. You’re a builder: You can create new processes and programs from scratch. If there is no map, you become the cartographer. You’re collaborative: You can manage multiple stakeholders. You pull together the right people to deliver the optimal outcome. You get things done by working both with and through people. You don’t need to be someone’s direct manager to influence work.
\nBasic Qualifications
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\nWe are seeking a driven and detail-oriented IT Plant Specialist to play a key role in our Timekeeping Modernization Program. This critical initiative involves the deployment of WorkForce Software (WFS), a cloud-based SaaS timekeeping platform, and associated hardware across Ford manufacturing plants in the United States and Canada, replacing legacy timekeeping systems as part of the Entry to Exit end-to-end implementation.
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\nPreferred Qualifications:
\nExperience with workforce management systems, timekeeping applications, hardware deployments, badge readers, or HRIS platforms Familiarity with cloud-based SaaS solutions Agile/Jira experience Broad understanding of plant operations, hourly workforce management, shift scheduling, union environments, and payroll processing practices Knowledge of labor agreements, union work rules, manufacturing safety protocols, and compliance requirements
\nBenefits:
\nImmediate medical, dental, vision and prescription drug coverage Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more Vehicle discount program for employees and family members and management leases Tuition assistance Established and active employee resource groups Paid time off for individual and team community service A generous schedule of paid holidays, including the week between Christmas and New Year’s Day Paid time off and the option to purchase additional vacation time
\nSalary:
\nThis position is a salary grade 7-8 and ranges from $97,140-190,500. Final determination of salary grade will be based on candidate's skills and experience, and base salary will be set within the applicable range according to job scope, responsibility and competitive market value. For more information on salary and benefits, click here: https://fordcareers.co/GSR
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\nAs a Senior Manager, Supply Tech, you will reimagine our GTM technology ecosystem to drive productivity for sales and account management teams and operations teams. You'll ensure we have the right, intelligent technology to help our teams that support hosts through their journeys.
\nThis is a role where you'll balance building and developing talent with solving complex business problems at scale. You'll own unified program roadmaps across Homes, Hotels, Experiences, and Services while partnering cross-functionally to deliver innovative technology and process solutions that keep our teams focused on hosts, not stuck in ineffective tools.
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\nYou'll own forecasting and capacity planning across our support organisation, including FTE teams, AI-powered support channels, and vendor/contractor partnerships. This means building models that predict volume based on product launches, model releases, and customer growth; analysing the relationship between support metrics and business outcomes; and ensuring we have the right resources in the right places to meet our service commitments.
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\nThis position is needed to bring our Customer Support and Operations teams to the next level with systems, tools, and automated workflows that improve their productivity.
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\nOfferings vary by location.
\nBased on role, employees may also be eligible for additional compensation and benefits, including but not limited to incentive programs, commissions, equity grants, health and wellness benefits, retirement contributions, and paid time off.
\nThe estimated pay ranges for this role are as follows:
\nThe successful candidate's starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location.
\nTwilio thinks big. Do you?
\nWe like to solve problems, take initiative, pitch in when needed, and are always up for trying new things.
\nThat's why we seek out colleagues who embody our values , something we call Twilio Magic.
\nAdditionally, we empower employees to build positive change in their communities by supporting their volunteering and donation efforts.
\nSo, if you're ready to unleash your full potential, do your best work, and be the best version of yourself, apply now!
\nIf this role isn't what you're looking for, please consider other open positions.
\nTwilio is proud to be an equal opportunity employer.
\nWe do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics.
\nWe also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local law.
\nQualified applicants with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
\nAdditionally, Twilio participates in the E-Verify program in certain locations, as required by law.
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\nThe annual compensation range for this role is $131,040 - $165,000 USD.
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\nSupport Partner Manager
\nLocation
\nSan Francisco
\nEmployment Type
\nFull time
\nLocation Type
\nHybrid
\nDepartment
\nCompensation
\nThe base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If the role is non-exempt, overtime pay will be provided consistent with applicable laws. In addition to the salary range listed above, total compensation also includes generous equity, performance-related bonus(es) for eligible employees, and the following benefits.
\nMore details about our benefits are available to candidates during the hiring process.
\nThis role is at-will and OpenAI reserves the right to modify base pay and other compensation components at any time based on individual performance, team or company results, or market conditions.
\nAbout the Team
\nThe Support team is central to ensuring that our customers' experience with our products is nothing short of exceptional. We resolve complex issues, provide technical guidance, and support customers in maximizing value and adoption from deploying our products. We work closely with Sales, Technical Success, Product, Engineering and others to deliver the best possible experience to our customers at scale. OpenAI's customers represent a range of diverse backgrounds and maturity, from early-stage startups to established global enterprises. Given OpenAI’s breakneck shipping cadence and growth – and the expectation that it will only accelerate – our ability to architect automation systems and agentic workflows for scale is central to our ability to maintain exceptional support quality in the face of AGI.
\nAbout the Role
\nAs a Support Partner Manager (Vendor Manager), you will own the health, performance, and long-term scalability of multiple support partner and vendor relationships. This is a vendor leadership role first and foremost: you will drive commercial and operational accountability (SLAs, QBRs, escalation paths, remediation plans), while also building the operating model that enables support to scale without linear headcount growth.
\nA core component of this role (approximately 25–30%) is establishing how we do Workforce Management (WFM) across both internal teams and external BPO partners. This is not an intraday scheduling or WFM analyst role. Instead, you will define the frameworks, standards, and systems for forecasting, capacity planning, staffing strategy, and performance-to-plan—then partner with Operations, Data, Systems/Tooling, and vendor leaders to implement and run them.
\nYou’ll collaborate closely with User Operations teams (e.g., Trust & Safety, Fraud & Risk), Systems/Tooling, Data partners, and Product/PM stakeholders as we launch new workflow and launch and scale new programs.
\nIn this role you will drive:
\nYou might thrive in this role if you have:
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