Workforce & Headcount Planning

Headcount plans that connect HR and Finance

Hiring timing, fully-loaded costs, HRIS integration, and attrition planning in Anaplan and Pigment. Build a single headcount number that both the CHRO and CFO trust.

What we build

Six core capabilities

PlanFlamingo builds end-to-end workforce planning models covering headcount modeling, compensation, HRIS integration, attrition planning, and HR-Finance alignment.

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Headcount Modeling

Model open requisitions, planned hires, start dates, backfills, and ramp-to-productivity timing across departments and locations.

  • Open requisitions & planned hires
  • Hire dates & ramp timing
  • Backfill modeling & turnover impact
  • Department & location detail
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Fully-Loaded Compensation Modeling

Build fully-loaded cost models including base, bonus, benefits, payroll taxes, and equity — broken down by job level, location, and department.

  • Base salary & bonus modeling
  • Benefits & payroll tax allocation
  • Equity cost modeling
  • By level, location, & department
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HRIS Integration

Connect Workday, BambooHR, SuccessFactors, or other HRIS systems to pull actuals for head count and employee compensation data.

  • Workday, BambooHR, SuccessFactors integration
  • Real-time employee actuals
  • Compensation & benefits data sync
  • Change data feeds & updates
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Attrition & Backfill Planning

Model voluntary and involuntary attrition rates, backfill timing, and cost impact on organizational headcount and budget.

  • Voluntary & involuntary attrition modeling
  • Backfill timing & cost impact
  • Vacancy cost analysis
  • Turnover scenario planning
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Hiring Plan Scenarios

Model different hiring velocity assumptions, hiring freezes, org restructures, and see the financial impact on budget and headcount.

  • Hiring velocity & pace modeling
  • Freeze & restructure scenarios
  • Cost impact analysis
  • Sensitivity & assumption testing
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HR & Finance Alignment

Build a single source of truth for headcount that both HR and Finance trust — with clear ownership, governance, and sign-off workflows.

  • Single headcount number for both teams
  • Clear ownership & governance
  • Budget alignment & sign-off
  • Variance tracking & explanation
Proof

We've done this before

Riverview LLP
Anaplan-to-Pigment migration including workforce and headcount planning modules
MeridianLink
Headcount modeling in Anaplan alongside revenue planning and operating expense budgeting
"Finance and HR finally speak the same language on headcount."

Both Anaplan AND Pigment

PlanFlamingo builds workforce planning models in both platforms and can advise which is better for your headcount use case.

Anaplan Certified
Pigment Certified
FAQ

Questions about workforce planning

Can you build headcount planning in Anaplan or Pigment?
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Yes. We have built comprehensive headcount and workforce planning models in both Anaplan and Pigment for organizations of all sizes. This includes headcount modeling, fully-loaded compensation modeling, HRIS integration, attrition planning, and HR-Finance alignment. We can advise which platform is the best fit for your headcount planning use case based on your current state and requirements.
How do you integrate HRIS data into planning models?
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We connect your HRIS system (Workday, BambooHR, SuccessFactors, etc.) to your planning model to pull actuals for head count, compensation, and employee attributes. This ensures your headcount plan is always grounded in real employee data and reduces manual data entry. We also handle change data feeds so your model reflects real-time updates to headcount and organizational changes.
How long does a workforce planning implementation take?
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Timeline depends on model scope, HRIS integration complexity, and number of planning dimensions (departments, locations, job levels, etc.). Basic headcount planning typically takes 6-10 weeks. Models with full HRIS integration and multiple planning dimensions can take 3-6 months. We provide a specific timeline after scoping once we understand your current state and requirements.
Can you model fully-loaded compensation by level and location?
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Yes. This is one of our core capabilities. We build fully-loaded compensation models that break down base salary, bonus, benefits, payroll taxes, and equity by job level, location, department, and employee status (new hire vs. incumbent). This allows you to understand the true cost of headcount and model hiring budget impact with precision.

Ready to align HR and Finance on headcount?

We'll spend 30 minutes on your situation — current planning process, what's broken, and whether we're the right fit. No obligation.

Response within one business day. hello@planflamingo.com