Senior Manager, Resource Planning and Forecasting
- for any list of duties/requirements/benefits. So for responsibilities we can list bullet points. For requirements we can list bullet points.
We need to use
for prose. We must not include boilerplate like EEO, equal opportunity, etc. Also remove duplicated lines. We need to ensure we don't include placeholder text like "commensurate with experience". Not present. Let's extract content. Overview paragraph: "HealthEdge® offers AI-powered operational infrastructure for health insurance companies, guaranteeing an enduring financial edge in an increasingly competitive market. We're experiencing strong market momentum, with a growing number of health plans choosing HealthEdge to modernize their operations and compete more effectively. As we expand, we're investing in the people who power that growth, making this a pivotal moment to join us and shape the future of healthcare technology. Learn more at HealthEdge.com." That's prose. Role Summary: "The Senior Manager , Resource Planning & Forecasting leads a centralized Resource Planning function serving both Contact Center and Back Office operations, establishing a single planning discipline across every workforce-intensive function. This role owns the accuracy and integrity of all volume, workload and staffing forecasts, builds and mentors the resource planning team, and is a trusted advisor to senior operational, Finance and HR leaders on workforce demand and staffing risk." We can combine overview and role summary into About the role section. Now Responsibilities (What You'll Own) includes several subsections: Leadership & Strategy, Forecasting & Planning Oversight, Cross-Functional Partnership, Reporting, Insights & Continuous Improvement, Governance & Compliance, Leadership Competencies (Integrity & Trust etc). Also includes bullet-like paragraphs. We need to capture all substantive info. Let's list responsibilities: Leadership & Strategy: - Lead and develop a centralized Resource Planning function that serves both Contact Center and Back Office operations, establishing a consistent planning discipline across all workforce-intensive functions - Define the vision, standards and operating model for forecasting and capacity planning across the organization, ensuring methodologies are rigorous, repeatable and scalable - Build and mentor a team of resource planning analysts, fostering a culture of analytical excellence, continuous improvement and strong cross-functional partnership - Serve as a trusted advisor to senior operational, Finance and HR leaders on workforce demand, staffing risk and planning assumptions that inform business decisions Forecasting & Planning Oversight: - Own the accuracy and integrity of all volume, workload and staffing forecasts across Contact Center and Back Office functions, setting standards for model governance and variance accountability - Ensure forecasting models are maintained and continuously refined to reflect changes in business drivers, productivity assumptions, regulatory requirements and operational realities - Oversee the production of short-range and long-range staffing requirement outputs, ensuring planning horizons and lead times are sufficient to drive timely hiring and operational decisions - Drive alignment between Resource Planning outputs and downstream WFM scheduling teams, ensuring capacity plans translate effectively into executable staffing and work distribution models Cross-Functional Partnership: - Partner closely with Finance during budget cycles to ensure headcount plans are grounded in validated demand forecasts and productivity assumptions - Collaborate with HR and Talent Acquisition to translate staffing requirement outputs into actionable hiring timelines, ensuring workforce gaps are addressed proactively - Engage regularly with Contact Center and Back Office operational leaders to align on planning assumptions, communicate capacity risks and build shared accountability for forecast accuracy - Work in close partnership with the WFM Scheduling and Real-Time Monitoring teams to ensure a seamless handoff between capacity planning outputs and day-to-day scheduling execution Reporting, Insights & Continuous Improvement: - Establish a consistent cadence of capacity outlook reporting for senior leadership, providing clear visibility into staffing risks, hiring needs and planning confidence levels across all functions - Champion the use of data and analytics to drive planning decisions, identifying opportunities to improve forecast accuracy, reduce variance and strengthen the organization's planning maturity - Lead post-mortem reviews of significant forecast variances, translating findings into model improvements and updated planning assumptions - Evaluate and implement workforce planning tools and technologies that enhance the team's forecasting capabilities and operational efficiency Governance & Compliance: - Ensure back-office capacity plans reflect applicable regulatory turnaround requirements (e.g., CMS timelines for Utilization Management determinations), embedding compliance considerations into planning models and staffing recommendations - Maintain documentation of planning methodologies, assumptions and model logic to support auditability, knowledge transfer and organizational consistency - Define and monitor key performance indicators for the Resource Planning function itself, including forecast accuracy, planning cycle timeliness and stakeholder satisfaction Leadership Competencies: - Integrity & Trust — the threshold expectation for every role at HealthEdge, above and ahead of the competency framework. - Core competencies for this role: Lead & Inspire, Develop Self & Others We need to include these as bullet list items under Responsibilities. Now Requirements (What You Bring): - 7 or more years of progressive experience in workforce planning, forecasting or capacity planning, including experience spanning both contact center and back office / operations environments - 3 or more years of experience building and leading a team of analysts or planners - Demonstrated ability to build a planning discipline and operating model from the ground up, including standards, governance and model methodology - Strong track record partnering with Finance and HR on headcount planning, budget cycles and hiring timelines - Executive-level communication skills; comfort presenting capacity risk and planning confidence to senior leadership - Working knowledge of regulatory turnaround requirements relevant to health plan operations (e.g., CMS UM determination timelines) Also maybe "Geographic Responsibility: Remote, US" and "Type of Employment: Full-time, permanent" and "FLSA Classification (USA Only): Exempt" and "Work Environment: ..." These could be considered part of Requirements or maybe separate sections but not allowed headings. We could incorporate them into Requirements as bullet points or prose. We need to preserve all substantive info, so include them. We could add bullet points under Requirements for those. Now Pay: "The annual US base salary range for this position is $165,000 to $179,000 . This salary range may cover multiple career levels at HealthEdge. Final compensation will be determined during the interview process and is based on a combination of factors including, but not limited to, your skills, experience, qualifications and education." We need to output Pay section with that prose. We must not include boilerplate like EEO etc. Also remove duplicated lines. Now we need to output HTML fragment only, no /, no markdown fences. We'll produce:
About the role
... overview + role summary ...
Responsibilities
- ... each bullet ... ...
Requirements
- ... each bullet ... ...
Pay
... salary range ...
We need to ensure we don't include any extra headings like Benefits or Schedule. Now we need to condense the bullet points but preserve all detail. Must not invent or summarize away detail. So we need to keep each point as is, maybe split into multiple bullets. We need to be careful not to include fluff like "Integrity & Trust — the threshold expectation for every role at HealthEdge, above and ahead of the competency framework." That's a responsibility bullet. Now let's craft the About the role paragraph: combine overview and role summary. Overview: "HealthEdge® offers AI-powered operational infrastructure for health insurance companies, guaranteeing an enduring financial edge in an increasingly competitive market. We're experiencing strong market momentum, with a growing number of health plans choosing HealthEdge to modernize their operations and compete more effectively. As we expand, we're investing in the people who power that growth, making this a pivotal moment to join us and shape the future of healthcare technology. Learn more at HealthEdge.com." Role Summary: "The Senior Manager , Resource Planning & Forecasting leads a centralized Resource Planning function serving both Contact Center and Back Office operations, establishing a single planning discipline across every workforce-intensive function. This role owns the accuracy and integrity of all volume, workload and staffing forecasts, builds and mentors the resource planning team, and is a trusted advisor to senior operational, Finance and HR leaders on workforce demand and staffing risk." Combine: maybe two paragraphs. Now Responsibilities bullets: we need to list each bullet as separate - . Ensure we keep the exact wording. Let's list them: Leadership & Strategy: - Lead and develop a centralized Resource Planning function that serves both Contact Center and Back Office operations, establishing a consistent planning discipline across all workforce-intensive functions - Define the vision, standards and operating model for forecasting and capacity planning across the organization, ensuring methodologies are rigorous, repeatable and scalable - Build and mentor a team of resource planning analysts, fostering a culture of analytical excellence, continuous improvement and strong cross-functional partnership - Serve as a trusted advisor to senior operational, Finance and HR leaders on workforce demand, staffing risk and planning assumptions that inform business decisions Forecasting & Planning Oversight: - Own the accuracy and integrity of all volume, workload and staffing forecasts across Contact Center and Back Office functions, setting standards for model governance and variance accountability - Ensure forecasting models are maintained and continuously refined to reflect changes in business drivers, productivity assumptions, regulatory requirements and operational realities - Oversee the production of short-range and long-range staffing requirement outputs, ensuring planning horizons and lead times are sufficient to drive timely hiring and operational decisions - Drive alignment between Resource Planning outputs and downstream WFM scheduling teams, ensuring capacity plans translate effectively into executable staffing and work distribution models Cross-Functional Partnership: - Partner closely with Finance during budget cycles to ensure headcount plans are grounded in validated demand forecasts and productivity assumptions - Collaborate with HR and Talent Acquisition to translate staffing requirement outputs into actionable hiring timelines, ensuring workforce gaps are addressed proactively - Engage regularly with Contact Center and Back Office operational leaders to align on planning assumptions, communicate capacity risks and build shared accountability for forecast accuracy - Work in close partnership with the WFM Scheduling and Real-Time Monitoring teams to ensure a seamless handoff between capacity planning outputs and day-to-day scheduling execution Reporting, Insights & Continuous Improvement: - Establish a consistent cadence of capacity outlook reporting for senior leadership, providing clear visibility into staffing risks, hiring needs and planning confidence levels across all functions - Champion