Senior Analyst Workforce Planning

Job description

We are seeking for a Senior Analyst Workforce Planning to support accurate and timely headcount and personnel-cost planning. Working closely with People, Finance and business stakeholders, you will manage workforce inputs, maintain planning data in Anaplan, reconcile workforce plans with financial forecasts, and provide clear analysis on workforce movements and variances to support business decisions.

Key Responsibilities

Manage day-to-day workforce planning for the assigned scope, covering headcount, positions, vacancies, hires, exits and personnel costs. Coordinate and validate workforce inputs from People, Finance and business stakeholders across budget and forecast cycles. Maintain workforce data, assumptions and movements in Anaplan and ensure alignment with financial plans. Reconcile workforce planning and P&L data, investigate discrepancies and coordinate corrections with relevant stakeholders.

Analyse monthly headcount and personnel-cost variances, identifying key drivers, risks and opportunities. Translate hiring plans, organisational changes, compensation updates and workforce movements into financial impact. Prepare workforce scenarios and sensitivities to support planning and business decisions. Maintain reports and dashboards, ensuring workforce data is accurate, consistent and traceable across Anaplan, Workday and Finance sources.

Support process improvements, planning controls and user guidance to strengthen the workforce-planning process.

Qualifications

3–5 years of experience in workforce planning, HR controlling, FP&A, people analytics or a similar analytical role. Strong understanding of budgeting, forecasting, headcount and personnel-cost planning, and variance analysis. Experience working with workforce or financial planning systems such as Anaplan, Workday or comparable platforms. Strong Excel or Google Sheets skills, with the ability to analyse and manage large datasets accurately.

Understanding of HR processes including organisational structures, hiring, exits, compensation and employee movements. Strong analytical and problem-solving skills, with the ability to identify discrepancies and translate data into clear business insights. Strong stakeholder management and communication skills, with the ability to work effectively across People, Finance and business teams. Highly organised and detail-oriented, with the ability to manage multiple inputs, deadlines and priorities.

Proactive and solution-oriented, with a willingness to challenge inconsistencies and follow issues through to resolution. High level of integrity and discretion when handling sensitive employee and financial data. Fluent in English, both written and verbal.