Senior Manager, Workforce Planning & Reporting

Key Responsibilities

• Lead workforce planning and labor cost modeling
• Own and improve the enterprise headcount model, including filled and open roles, compensation assumptions, labor burden, and organizational alignment by business unit and function.
• Lead annual operating plan headcount planning and quarterly workforce reforecasts, including analysis of restructurings, transfers, new roles, and other organizational changes.
• Partner On Compensation And Benefits Analytics
• Support merit, bonus, and incentive planning through robust modeling, accrual tracking, and variance analysis tied to business performance and annual targets.
• Analyze stock-based compensation, benefits cost trends, and benchmarking data to help leadership evaluate compensation competitiveness and labor cost drivers.
• Deliver workforce analytics and executive reporting
• Produce recurring workforce reporting for finance, HR, and business leaders, including headcount versus plan, labor cost versus budget, open requisitions, attrition, and productivity metrics.
• Develop insights and dashboards that improve decision-making around staffing, organizational efficiency, and cost management.
• Strengthen hiring governance and position control
• Support the headcount approval process by validating that new positions are financially supported, aligned to plan, and reflected accurately in workforce forecasts.
• Evaluate out-of-plan hiring requests and scenario impacts, including hiring pacing, freezes, acceleration, or reduction actions.
• Model strategic workforce scenarios
• Build financial analyses for outsourcing, insourcing, offshoring, automation, organizational redesign, and other strategic labor initiatives.
• Contribute to multi-year workforce planning by modeling future-state labor needs, transition costs, and longer-term organizational implications.
• Support external reporting and compliance-related data needs
• Partner with finance, HR, and legal stakeholders to prepare workforce data that supports external reporting, public-company readiness, and required human capital disclosures.
• Maintain accurate, auditable workforce information for recurring regulatory, compliance, and executive reporting needs.

Qualifications

• Bachelor’s degree in Finance, Accounting, Economics, Human Resources, or a related quantitative field.
• 6–10 years of experience in workforce planning, compensation analytics, FP&A, or a similar role.
• Hands-on experience building and managing headcount and labor cost models at company scale.
• Experience partnering across Finance and HR in a matrixed or business-partnering environment.

Preferred:

• Exposure to a public-company environment and human capital disclosure requirements is strongly valued.
• Experience in SaaS, data, technology, information services, or similarly analytical industries is preferred.
• Advanced education or certifications in finance, HR, or compensation are helpful but not required.