People are your biggest cost and your biggest asset. We help you plan headcount, skills, and costs with the same rigour you apply to your P&L.
Sound familiar?
HR has one number, Finance has another, Ops has a third. Approved positions vs filled positions vs planned positions - nobody agrees on the count.
What's the fully loaded cost of a new hire? Base, bonus, benefits, NI, pension, equipment, training... By the time you add it up, you've already made the decision.
You budgeted for 50 hires. You made 38. Vacancies rolled over. Now the forecast is meaningless and variance analysis is a waste of time.
"What if we freeze hiring for Q3?" Good question. Building that scenario manually will take a week. By then, the decision's been made anyway.
You know you're short on data engineers, but by how many? Which projects are at risk? Nobody's connecting capacity to demand systematically.
Gender pay gap reporting. Pension auto-enrolment. Holiday accruals. The regulations keep coming and your spreadsheets can't keep up.
How we help
Workforce planning isn't an HR project. It's a finance project with HR expertise. We build models that connect headcount decisions directly to P&L impact.
Where's headcount data? What's the source of truth for costs? How do approvals work? We document before we design.
Cost drivers, planning horizons, approval workflows. We design a model that reflects how you actually make decisions, not how a vendor thinks you should.
Fully loaded costs including all statutory requirements. UK-specific: NI, pension, holiday accrual, apprenticeship levy. Get it right automatically.
Hiring freezes, restructures, compensation changes - model them in minutes, not days. See P&L impact instantly.
Workforce costs flow automatically to your financial forecast. No more reconciliation spreadsheets between HR and Finance.
Both teams need to own the model. We build capabilities across functions so workforce planning becomes a collaboration, not a fight.
Working together
2-3 weeks. We map your current headcount data, cost structures, and planning processes. Identify gaps and quick wins.
Blueprint for your workforce planning model. Cost drivers, hierarchies, approval flows, integration points.
Build and test the model, load historical data, train users, run parallel before go-live.
Annual budget cycle support, model updates for regulation changes, training for new joiners.
"Our Anaplan workforce model now evolves with the business. Change requests that used to sit in a queue for months are handled within days."
- Finance Director
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Let's talk about how workforce planning can connect your people decisions to financial outcomes.