Senior Workforce Analyst

This role is built for someone who knows how to run workforce planning as a discipline—not just report on it. We are looking for a seasoned workforce analyst who can build and own the models that drive hiring, coverage, effecti9ve client engagement, and organizational design decisions while staying aligned to real-time executive priorities. This individual will sit at the center of workforce strategy to translate business demand, pipeline movement, and personnel changes into clear, actionable hiring and resourcing decisions. The proper candidate must be able to operate at executive speed, providing timely updates on hiring progress, pipeline health, and risks tied to attrition or performance. The right candidate will recognize this is a role for someone who has built workforce models before and knows how to translate their analysis into effective decisions. Essential Job Responsibilities Include: - Strategic Workforce Modeling & Planning - Build and continuously refine workforce models that align capacity with business demand drivers (sales pipeline, renewals, account segmentation, and account complexity). - Develop and maintain a group and individual-level capacity model for Strategic Account Executives (SAEs) that accounts for variability in workload, tenure, and performance. - Create and evolve an account complexity framework (client size, program mix, broker dynamics, service requirements, etc.) and translate that into differentiated capacity assumptions. - Move beyond “accounts per individual” thinking to a weighted capacity model, where more complex clients appropriately consume more capacity. - Translate forecasted new business, client changes, and expected retention churn into forward-looking hiring and coverage plans based on true capacity—not averages. - Develop scenario-based models to guide leadership decisions on headcount, timing of hires, and organizational structure as client base grows. - Executive Visibility & Real-Time Updates - Serve as the single source of truth for workforce planning updates to senior leadership. - Maintain a real-time view of open roles, candidate pipeline status, and hiring progress. - Provide frequent, clear updates on: - Hiring pipeline health and velocity. - Role prioritization and sequencing. - At-risk personnel (performance, attrition risk, transitions) and associated backfill/capacity needs. - Ensure leadership always has a current, accurate picture of workforce supply vs. demand. - Hiring Strategy & Pipeline Management Support - Support HR and leadership to translate workforce plans into hiring action. - Support tracking and management of the hiring pipeline across roles—from req approval through offer acceptance via model and capacity insights. - Support Account Management leadership to align candidate prioritization to the highest-impact gaps identified through workforce modeling. - Workforce Insights & Decision Support - Own workforce dashboards that provide visibility into capacity at the individual SAE level, including over/under-utilization. - Highlight where account complexity creates strain or inefficiency within current team structure. - Deliver concise, executive-ready insights that inform decisions on hiring, backfills, account assignments, and segmentation. - Proactively identify risks tied to uneven workload distribution, turnover, or demand shifts. - Cross-Functional Partnership - As a key contributor of the support Revenue Operations provides, you will partner with HR, Finance, and business leaders to ensure alignment on workforce assumptions and decisions. - Ensure workforce data is consistent, accurate, and reflected across systems and reporting. - Support, where needed, alignment between workforce planning, compensation structures, and operational execution. What Success Looks Like: - You have developed a workforce planning model that reflects true capacity and complexity, not ratios. - Leadership has real-time vis