Workforce Planning Lead

Job Summary

We’re an AI native company building our internal operations intentionally. This role owns the sensory and modeling capability that makes our largest investment (our people) legible: how we plan headcount, design total rewards, and understand labor cost as it evolves. This is a People and Internal Operations role for someone who knows money and venture-backed startup Business Operations.

Key Responsibilities

• People cost modeling, total rewards & compensation analytics
• Own total rewards modeling end-to-end: GTM comp plan management, incentive attainment, equity, benefits and programs, and other labor costs
• Contribute a clean, well-structured people-cost layer into the Finance team’s forecast; own the quality and attunement of the inputs: hiring plans, ramp, attrition, and org design—so leaders can see the cost implications of their choices before they make them
• Own headcount, OKR, and budget planning rituals on a quarterly basis, tying our market goals to workforce plans to cost reality
• Compensation analytics: benchmarking, budgeting out of reviews, and maintenance of healthy salary bands tied to career progression, offer modeling, and equity refresh/dilution analysis
• Internal Operations Leadership Partner closely with People Ops and Recruiting, ensuring that our roadmap and initiatives demonstrate ROI and operational leverage
• Bring the analytical and “sensory” function to Internal Ops: surface what’s happening across people and operations early, with data and a recommendation attached
• As needed, carry select accounting and finance-operations as needed through our various seasons of scaling and growth

Required Qualifications

• 6–10 years (or equivalent) spanning business operations, people operations, labor-cost FP&A, strategic finance, or a closely related path; experience in a high-growth startup strongly preferred
• Strong financial modeling skills with real depth in people-forward cost structures—headcount, total rewards, and labor cost are the heart of this role
• Experience with total rewards and compensation analytics: comp plan design, incentive attainment, equity, benchmarking, and banding
• A track record of improving forecasts and models over time. You treat variance as information, not a point of shame, and you give other people the tools to do the same
• You design processes that are as light as the work allows, document them so they survive you, and resist complexity that doesn’t earn its keep
• Collaborative and transparent. You share your work early, communicate proactively when something is off, and are a trusted partner to People Ops, Recruiting, Finance, and the business

Why Join Qualified Health?

This is an opportunity to join a fast-growing company and a world-class team, that is poised to change the healthcare industry. We are a passionate, mission-driven team that is building a category-defining product. We are backed by premier investors and are looking for founding team members who are excited to do the best work of their careers.

Our Commitment to Diversity

We believe that a diverse and inclusive workplace is essential to our success, and we are committed to building a team that reflects the world we live in. We encourage applications from all qualified individuals, regardless of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, disability, or veteran status.

Pay & Benefits

The pay range for this role is between $180,000 and $220,000, depending on skills, qualifications, experience, and location. This role is also eligible for equity and benefits.