About the Role
The successful candidate will work with operations, HR, finance and management teams to understand workforce demand, identify staffing gaps and provide clear analysis that supports effective resource decisions.
This role is suitable for someone with experience in workforce planning, resource planning, operations analysis, scheduling, business intelligence or performance reporting who is comfortable working with large datasets and translating workforce information into practical recommendations.
Key Responsibilities
Workforce Forecasting: Develop short-term and medium-term workforce forecasts based on workload, demand and operational trends.
Capacity Planning: Review available staffing capacity against expected business requirements.
Headcount Analysis: Monitor current headcount and identify potential staffing shortages or excess capacity.
Resource Planning: Support allocation of employees across teams, functions and operational activities.
Workforce Demand: Analyse expected demand and determine appropriate staffing requirements.
Scheduling Analysis: Review schedules and staffing patterns to identify opportunities for improved coverage.
Workforce Modelling: Develop workforce models to test different demand, staffing and productivity scenarios.
Forecast Accuracy: Compare actual workforce demand against previous forecasts and identify significant variances.
Trend Analysis: Review historical staffing, absence and workload trends.
Productivity Analysis: Monitor productivity measures and identify areas affecting workforce efficiency.
Workforce Reporting: Prepare regular workforce reports for operational and management teams.
Dashboard Development: Create and maintain dashboards showing staffing, capacity and performance information.
KPI Monitoring: Track workforce indicators such as utilisation, productivity, absence, vacancies and turnover.
Headcount Reporting: Maintain accurate headcount reporting across business functions.
Vacancy Analysis: Monitor open positions and assess the potential operational impact of vacancies.
Recruitment Planning: Provide workforce data to support recruitment requirements and hiring priorities.
Attrition Monitoring: Analyse employee turnover and identify workforce areas experiencing higher attrition.
Absence Analysis: Review absence patterns and their impact on operational capacity.
Overtime Monitoring: Analyse overtime usage and identify recurring workforce pressures.
Agency Resource Monitoring: Support analysis of temporary or agency staffing requirements where applicable.
Shift Coverage: Identify gaps in shift or operational coverage.
Scenario Planning: Model potential workforce impacts of business growth, seasonal demand or organisational changes.
Budget Support: Provide workforce information to support payroll and headcount budgeting.
Cost Analysis: Analyse workforce costs associated with staffing decisions.
Finance Coordination: Work with finance colleagues to align workforce forecasts with financial planning.
HR Coordination: Work with HR teams on recruitment, retention and workforce data.
Operations Coordination: Partner with operational managers to understand local staffing requirements.
Data Validation: Review workforce data for accuracy and completeness.
System Records: Maintain accurate workforce information within planning and reporting systems.
Data Reconciliation: Investigate discrepancies between HR, payroll and operational workforce records.
Performance Reporting: Prepare management information showing workforce efficiency and capacity.
Planning Meetings: Participate in workforce, operational and resource-planning meetings.
Management Updates: Present workforce trends and recommendations to relevant stakeholders.
Seasonal Planning: Support workforce planning for periods of higher or lower demand.
New Project Planning: Estimate staffing requirements for new programmes, services or operational activities.
Business Change: Assess workforce implications of proposed process or organisational changes.
Workforce Risks: Identify potential staffing risks and escalate significant concerns.
Resource Optimisation: Recommend practical improvements to workforce allocation.
Process Improvement: Identify opportunities to improve workforce-planning processes.
Planning Documentation: Maintain clear forecasting assumptions and planning records.
Reporting Standards: Support consistent definitions and reporting methods across workforce dashboards.
System Improvement: Assist with improvements to workforce-management or scheduling systems.
Ad-Hoc Analysis: Provide workforce analysis in response to management or operational requests.
Stakeholder Support: Explain workforce information clearly to non-technical stakeholders.
Continuous Improvement: Contribute to ongoing development of workforce forecasting and planning practices.
What We Are Looking For
Experience: Previous experience in workforce planning, resource planning, operations analysis, scheduling, reporting or a related analytical role.
Analytical Skills: Strong ability to interpret workforce, operational and performance data.
Forecasting: Experience producing or supporting staffing and demand forecasts.
Data Management: Confidence working with large datasets and maintaining accurate workforce information.
Microsoft Excel: Strong spreadsheet skills, including formulas, lookups, pivot tables and data analysis.
Reporting: Ability to produce clear workforce reports and management information.
Commercial Awareness: Understanding of how staffing levels affect cost, productivity and operational performance.
Numerical Skills: Comfortable working with headcount, productivity, utilisation and financial information.
Problem Solving: Ability to identify workforce issues and recommend practical solutions.
Attention to Detail: Careful approach to workforce data, assumptions and reporting.
Organisation: Strong planning and time-management skills.
Prioritisation: Ability to manage recurring reports alongside urgent workforce requests.
Communication: Strong written and verbal communication skills.
Stakeholder Management: Confidence working with HR, finance, operations and management teams.
Presentation Skills: Ability to explain workforce findings clearly to different audiences.
Systems: Familiarity with workforce-management, HRIS, ERP or scheduling systems would be advantageous.
Business Intelligence: Experience with Power BI, Tableau or similar reporting tools would be beneficial.
Independence: Comfortable managing assigned analytical responsibilities with limited supervision.
Teamwork: Ability to collaborate effectively across multiple business functions.
Professional Development: Commitment to developing workforce-planning and analytical knowledge.
Pay: £2,800.00-£3,400.00 per month
Work Location: In person
