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RevOpsforce logo
RevOpsforce

A revenue operations workforce management firm.

Senior GTM Workforce Planning Architect

Product MarketingProduct MarketingOtherRemoteSeniorTeam 1-10H1B No SponsorCompany SiteLinkedIn

Location

United States

Posted

106 days ago

Salary

0

Seniority

Senior

Bachelor Degree10 yrs expEnglish

Job Description

Senior GTM Workforce Planning Architect

RevOpsforce

• Design scalable GTM workforce blueprints (roles, segmentation, coverage models, overlays) • Build driver-based capacity models (quota capacity, ramp curves, productivity ratios, attrition assumptions) • Define hiring velocity requirements tied to growth objectives • Quantify ROI and payback periods for workforce investments • Align coverage design across Sales, SDR, CS, Partnerships, and GTM Ops • Translate RevOps and Sales Ops logic into Workday configurations • Partner directly with Workday administrators on: • Object architecture • Field design • Job taxonomy • Organizational hierarchies • Embed driver-based models into Adaptive Planning • Align workforce planning data structures across CRM, HRIS, and Finance systems • Ensure scalability, reporting integrity, and governance controls • Establish quarterly and annual workforce planning processes • Define approval workflows and ownership models • Implement governance and audit controls • Design KPI frameworks to track: • Ramp efficiency • Hiring ROI • Forecast accuracy • Productivity realization • Drive change management and adoption across stakeholders • Lead executive strategy workshops • Whiteboard workforce architecture and scenario models • Provide structured trade-off analysis (speed vs efficiency, coverage vs cost)

Job Requirements

  • 10+ years in GTM capacity planning, Sales Strategy, or Revenue Operations
  • Proven experience designing sales workforce blueprints
  • Deep expertise in driver-based capacity & ramp modeling
  • Hands-on experience operationalizing planning into:
  • Workday Adaptive Planning and/or
  • Workday HCM
  • Experience translating RevOps requirements into HR system configurations
  • Implementation of governance and ROI measurement frameworks
  • Strong cross-functional leadership across Sales, HR, Finance, and Corporate Technology

Benefits

  • Health insurance
  • Professional development
  • Flexible working arrangements

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