Senior Manager, Workforce Planning & Reporting

This role sits at the intersection of Finance and Human Resources and serves as the financial owner of workforce planning, compensation analytics, and labor cost forecasting. The Senior Manager helps shape one of the company’s largest cost categories by translating hiring plans, compensation decisions, organizational changes, and productivity trends into a clear financial view for leadership.

Reporting to the VP of Enterprise FP&A and Capital Management, this position partners closely with HR and business leaders to support the annual operating plan, quarterly forecast cycles, workforce analytics, and strategic labor decisions. This role is well suited for a finance leader who combines strong modeling capability with sound business judgment, discretion, and a collaborative approach across functions.

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.

• Help maintain accurate, auditable workforce information for recurring regulatory, compliance, and executive reporting needs.

Required

• 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

Technical Capability

• Advanced Excel skills, including position-level models and dynamic labor cost analysis.

• Experience with HRIS platforms such as Workday or SAP SuccessFactors and planning tools such as Adaptive Planning or Anaplan.

• Ability to build or support workforce dashboards in Power BI, Tableau, or similar tools.

• Familiarity with compensation benchmarking resources and related market data tools.

Ways of Working

• Strong data integrity mindset and attention to detail across finance, HR, and payroll inputs.

• Ability to influence without direct authority and build trust across senior stakeholders.

• High discretion in handling sensitive employee and compensation information.

• Business judgment that connects workforce decisions to strategic and financial outcomes.

What Success Looks Like

• The company has a reliable, decision-useful workforce planning capability that gives Finance, HR, and business leaders a clear view of headcount, labor cost, and organizational trends.

• Headcount forecasts are accurate, timely, and well aligned to hiring plans, business priorities, and financial targets across business units and functions.

• Leadership has greater visibility into labor cost drivers, including compensation, benefits, open roles, attrition, and productivity, enabling faster and more informed decisions.

• Workforce reports and dashboards are trusted, consistent, and actionable, improving planning discipline and reducing ambiguity around staffing and organizational changes.

• Hiring governance and position control processes are more structured and effective, with new roles appropriately validated, tracked, and incorporated into the forecast.

• Compensation and labor cost analyses provide meaningful insight into merit, bonus, incentive, and broader workforce cost trends, helping leadership balance competitiveness with financial discipline.

• Strategic workforce scenarios are modeled with rigor and clarity, allowing the company to evaluate outsourcing, offshoring, automation, restructuring, and other labor-related decisions with confidence.

• Workforce data used for executive, compliance, and external reporting is accurate, auditable, and well coordinated across Finance, HR, Legal, and other stakeholders.

• The role becomes a trusted partner to Finance and HR leadership by translating complex workforce dynamics into practical financial insight and actionable recommendations.

If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

It is the policy of Mobility to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Mobility will provide reasonable accommodations for qualified individuals with disabilities.