Headcount Strategy & Workforce Analytics Lead

Automotivemastermind

Centreville (VA)

On-site

USD 120,000 - 180,000

Full time

14 days+

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Job summary

Mobility is seeking a Senior Manager in Finance and Human Resources to own workforce planning, compensation analytics, and labor cost forecasting. You will translate hiring plans and productivity trends into a clear financial view for leadership.

You will partner with HR and business leaders to support the annual operating plan, quarterly forecast cycles, workforce analytics, and strategic labor decisions. Strong modeling, discretion, and collaboration across functions are essential to success.

Qualifications

Bachelor's degree in Finance, Accounting, Economics, HR, or a related quantitative field.
6-10 years of experience in workforce planning, compensation analytics, FP&A, or a similar role.
Hands-on experience building and managing headcount and labor cost models at company scale.
Experience partnering across Finance and HR in a matrixed or business-partnering environment.

Responsibilities

Lead workforce planning and labor cost modeling.
Own and improve the enterprise headcount model, including filled and open roles, compensation assumptions, labor burden, and organizational alignment by business unit and function.
Lead annual operating plan headcount planning and quarterly workforce reforecasts, including analysis of restructurings, transfers, new roles, and other organizational changes.
Partner on compensation and benefits analytics.
Support merit, bonus, and incentive planning through robust modeling, accrual tracking, and variance analysis tied to business performance and annual targets.
Analyze stock-based compensation, benefits cost trends, and benchmarking data to help leadership evaluate compensation competitiveness and labor cost drivers.
Deliver workforce analytics and executive reporting.
Produce recurring workforce reporting for finance, HR, and business leaders, including headcount versus plan, labor cost versus budget, open requisitions, attrition, and productivity metrics.
Develop insights and dashboards that improve decision-making around staffing, organizational efficiency, and cost management.
Strengthen hiring governance and position control.
Support the headcount approval process by validating that new positions are financially supported, aligned to plan, and reflected accurately in workforce forecasts.
Evaluate out-of-plan hiring requests and scenario impacts, including hiring pacing, freezes, acceleration, or reduction actions.
Model strategic workforce scenarios.
Build financial analyses for outsourcing, insourcing, offshoring, automation, organizational redesign, and other strategic labor initiatives.
Contribute to multi-year workforce planning by modeling future-state labor needs, transition costs, and longer-term organizational implications.
Support external reporting and compliance-related data needs.
Partner with finance, HR, and legal stakeholders to prepare workforce data that supports external reporting, public-company readiness, and required human capital disclosures.
Help maintain accurate, auditable workforce information for recurring regulatory, compliance, and executive reporting needs.