Workforce Planning
Plan headcount against what it actually costs
Forecasting, budgeting and succession built on the live employee record rather than last year's spreadsheet.
Trusted by
The plan and the payroll are the same numbers
Most headcount plans live in a spreadsheet that was accurate on the day it was built. Planning against the live record means the budget moves when the organisation does.
- Forecast against real cost to company, not an average.
- Headcount, turnover and growth projections from live data.
- Scenarios you can put in front of a board and defend.
A plan that points at where the business is going
A workforce plan that is only a headcount number is a budget line. Tied to the objectives it is meant to serve, it tells you which skills you will need before you need them, and whether you are going to have them.
- Plans that ladder up to the organisation's actual objectives.
- Skills and capability mapped against where the business is heading, not where it has been.
- Decisions made on live data rather than last year's assumptions.
See the gap before it becomes a vacancy
Attrition is predictable in aggregate even when it is not predictable per person.
- Turnover forecast by team, role and location.
- Succession readiness against the roles that matter.
- The whole lifecycle in one place, from requisition to exit.
Everything inside Workforce Planning
Grouped by what they do, all reading from the one employee record.
Forecasting and budget
Headcount Forecasting
Projected from live data, not last year's sheet.
Cost to Company
Real cost per role, not a blended average.
Scenario Modelling
Options you can put in front of a board and defend.
Budget Versions
What was approved, what changed, and when.
Capability
Skills Mapping
Against where the business is heading, not where it has been.
Objective Alignment
Plans that ladder up to the organisation's objectives.
Capability Gaps
Which skills you will need before you need them.
Org Design
Structure modelled before it is announced.
Risk and succession
Turnover Forecasting
By team, role and location.
Succession Readiness
Against the roles that actually matter.
Attrition Analysis
Predictable in aggregate, even when it is not per person.
Lifecycle Reporting
One place, from requisition through to exit.
How it goes live
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Listen first
We learn your business, your industry and your goals before anything gets configured.
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Deployment
A proven methodology that gets you live on time and on budget.
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Training
Virtual courses through to in person workshops, in whatever format your team learns best.
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Support
As involved or as hands off as you want. Some of our customers are entirely self sufficient.
Workforce Planning questions, answered
The live employee record, which is what makes the plan and the payroll the same numbers. Forecasts run against real cost to company rather than a blended average, so the budget moves when the organisation does.
Yes. Scenarios are built side by side and kept, so you can show a board what each option costs and defend the one you are recommending rather than rebuilding the sheet each time.
In aggregate, yes. Turnover is forecast by team, role and location. Attrition is predictable at that level even when it is not predictable for a named individual, and the point is to see a gap before it becomes a vacancy.
Yes. A gap in the plan becomes a requisition, and succession readiness is held against the roles that matter, so the whole lifecycle sits in one place from requisition through to exit.