Description
Description
Forecast headcount needs with a capacity model that links demand, productivity, and constraints. You will translate strategy into workload drivers and convert them into FTE requirements by role. The model includes utilization targets, hiring lead times, and onboarding productivity curves. You will run scenarios for growth, seasonality, and attrition to stress‑test plans. A finance bridge reconciles plan vs. budget so trade‑offs are explicit. We provide dashboards for hiring plan status, ramp progress, and vacancy risk. You will learn how to tie level mix to cost and mentoring capacity. A governance cadence sets monthly checkpoints and decision rights for changes. Examples show how to align recruiting, L&D, and managers around the same assumptions. By the end, headcount planning becomes a shared, data‑driven conversation rather than calendar wrestling.
Format
Scenario workbook (Sheets), utilization targets, ramp curves, finance bridge template, dashboards, governance cadence guide, recruiting alignment checklist
Duration
3.5 hours self‑paced
What You’ll Learn
– Workload→FTE modeling
– Scenario planning
– Budget reconciliation
– Level mix & cost
– Hiring plan dashboards
– Governance cadence
Target Audience
People leaders, FP&A partners, recruiting leads, and operations managers
Workbook + targets + curves + templates + dashboards + cadence guide + checklist
3.5 hours
– FTE modeling
– Scenarios
– Budget bridge
– Level mix
– Dashboards
– Governance
People leaders, FP&A, recruiting, ops managers
English