Senior Manager, Workforce Planning & Analytics

About the role

We are hiring a Senior Manager, Workforce Planning & Analytics to join FP&A at Legora. This is a finance role with a clear mandate: own the planning, forecasting, and financial governance of our largest cost base, our people. Personnel cost represents the majority of Legora's operating spend. As we scale, we need the same rigor around headcount that we apply to revenue, cash, and the rest of the P&L. You will own that discipline. You will build and run our companywide workforce plan, translate hiring decisions into financial impact, forecast personnel cost against actuals, and ensure every open role is supported by an approved plan. You will give leadership a clear view of where we are investing, what those investments cost, and how hiring decisions affect the financial plan. You will sit within FP&A and partner closely with business leaders, People, and Talent Acquisition. Finance will own the plan and the economics. Your role is to make sure hiring activity stays connected to both. You will also own the data and systems that support workforce planning, creating a trusted view of headcount, open positions, hiring timing, and personnel cost across our HRIS, ATS, and financial planning environment. This is a high visibility role at the intersection of financial planning and operating execution. The goal is simple: make headcount planning faster, more accurate, and more accountable as Legora scales.

Responsibilities

• Own the companywide headcount plan, including current employees, approved openings, future hiring, start dates, location, level, and cost
• Forecast total personnel cost across salary, bonus, commissions, employer taxes, benefits, and share based compensation, with monthly variance analysis against plan and actuals
• Own headcount governance, ensuring new requisitions, replacements, transfers, and changes to planned roles are consistent with the approved financial plan
• Maintain the financial source of truth for headcount and personnel cost across Finance, People, and Talent Acquisition
• Translate annual operating plans into hiring plans by function, geography, level, and timing
• Partner with business leaders to evaluate workforce investment decisions, including hiring pace, organizational structure, productivity, and tradeoffs against the broader financial plan
• Partner with Talent Acquisition on hiring capacity, timing, and sequencing so the forecast reflects realistic hiring assumptions
• Build financial views of organizational efficiency, including revenue per employee, personnel cost as a percentage of revenue, functional spend ratios, management leverage, and hiring productivity
• Own position management from a Finance perspective, including the connection between approved positions, Ashby, our HRIS, and financial planning systems
• Partner with Total Rewards on compensation assumptions, pay bands,