Workforce Planning Manager

We are looking for a commercially-minded Workforce Planning Manager to own the financial and operational integrity of our people cost base. This role will actively contribute to our reporting, meeting cadences, data governance, forecasting processes, and scalable operating rhythms. You will drive improvements in how headcount is planned, forecasted, tracked, and communicated across the business, acting as the bridge between Finance, People and wider Business Teams. This role requires someone who is analytical, operationally strong, comfortable building processes, and confident partnering with leaders to influence decisions. You will partner closely with FP&A, the Head of Costs, Talent Acquisition and senior business leaders to manage pacing of hiring, scenario modelling and executive-level reporting.  🔑 You’ll be a key role by…  Owning and continuously improving the end-to-end workforce planning process, including monthly movement reporting, budgeting workflows and approval governance. Building and maintaining a reliable reporting suite for headcount, hiring, attrition, and internal movements. Designing and implementing the end-to-end workforce planning process, including monthly movement reporting, budgeting workflows and approval processes. Developing and maintaining accurate workforce forecasts, reconciling plan vs actuals and identifying key drivers of variance. Consolidating all annual headcount forecast data into our future planning tool, aligning it with FP&A and producing final inputs for internal and Board approvals  Supporting to build, configurate and launch of new workforce planning tool (Adaptive Planning) as part of our HRIS implementation  Facilitating quarterly headcount review process, gathering all inputs, preparing revised outlook reporting with clear narrative for Executive and People Leadership teams  Tracking core workforce KPIs together with People Analytics to create monthly reporting and commentary as part of company-wide reporting  Providing insights and recommendations to leadership to support organisational design, staffing decisions, and budget discussions. Supporting on other analytical related activities related to core cycle people planning with other teams e.g. performance & talent cycle Building and maintaining a reliable reporting suite for headcount, hiring, attrition, and workforce movements. Driving continuous improvement across the People and Finance people, process and data ecosystem with a focus on accuracy, transparency, and operational effectiveness.