Position Overview This role sits at the intersection of Finance and Human Resources and serves as the financial owner of workforce planning, compensation analytics, and labor cost forecasting. The Senior Manager helps sh…
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Full-time
bachelor degree
Posted 41d ago
~40 hrs/week
Responsibilities
This role manages workforce planning, labor cost forecasting, and compensation analytics at the intersection of Finance and HR. The Senior Manager is responsible for owning the enterprise headcount model and delivering executive reporting to support strategic staffing decisions.
Requirements
Requires a bachelor's degree in a quantitative field and 6-10 years of experience in workforce planning or FP&A. Proficiency in advanced Excel, HRIS platforms like Workday, and data tools like Power BI or Tableau is expected.
Full job description
Position Overview
This role sits at the intersection of Finance and Human Resources and serves as the financial owner of workforce planning, compensation analytics, and labor cost forecasting. The Senior Manager helps shape one of the company’s largest cost categories by translating hiring plans, compensation decisions, organizational changes, and productivity trends into a clear financial view for leadership.
Reporting to the VP of Enterprise FP&A and Capital Management, this position partners closely with HR and business leaders to support the annual operating plan, quarterly forecast cycles, workforce analytics, and strategic labor decisions. This role is well suited for a finance leader who combines strong modeling capability with sound business judgment, discretion, and a collaborative approach across functions.
Key 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.
Qualifications
Required
Bachelor’s degree in Finance, Accounting, Economics, Human Resources, 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.
Preferred
Exposure to a public-company environment and human capital disclosure requirements is strongly valued.
Experience in SaaS, data, technology, information services, or similarly analytical industries is preferred.
Advanced education or certifications in finance, HR, or compensation are helpful but not required
Technical Capability
Advanced Excel skills, including position-level models and dynamic labor cost analysis.
Experience with HRIS platforms such as Workday or SAP SuccessFactors and planning tools such as Adaptive Planning or Anaplan.
Ability to build or support workforce dashboards in Power BI, Tableau, or similar tools.
Familiarity with compensation benchmarking resources and related market data tools.
Ways of Working
Strong data integrity mindset and attention to detail across finance, HR, and payroll inputs.
Ability to influence without direct authority and build trust across senior stakeholders.
High discretion in handling sensitive employee and compensation information.
Business judgment that connects workforce decisions to strategic and financial outcomes.
What Success Looks Like
The company has a reliable, decision-useful workforce planning capability that gives Finance, HR, and business leaders a clear view of headcount, labor cost, and organizational trends.
Headcount forecasts are accurate, timely, and well aligned to hiring plans, business priorities, and financial targets across business units and functions.
Leadership has greater visibility into labor cost drivers, including compensation, benefits, open roles, attrition, and productivity, enabling faster and more informed decisions.
Workforce reports and dashboards are trusted, consistent, and actionable, improving planning discipline and reducing ambiguity around staffing and organizational changes.
Hiring governance and position control processes are more structured and effective, with new roles appropriately validated, tracked, and incorporated into the forecast.
Compensation and labor cost analyses provide meaningful insight into merit, bonus, incentive, and broader workforce cost trends, helping leadership balance competitiveness with financial discipline.
Strategic workforce scenarios are modeled with rigor and clarity, allowing the company to evaluate outsourcing, offshoring, automation, restructuring, and other labor-related decisions with confidence.
Workforce data used for executive, compliance, and external reporting is accurate, auditable, and well coordinated across Finance, HR, Legal, and other stakeholders.
The role becomes a trusted partner to Finance and HR leadership by translating complex workforce dynamics into practical financial insight and actionable recommendations.
If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!
It is the policy of Mobility to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Mobility will provide reasonable accommodations for qualified individuals with disabilities.
S&P Global Mobility (formerly Automotive at IHS Markit) is the global leader in automotive intelligence and the industry benchmark for clients around the world.
We help you make the most informed decisions to capitalize on opportunities and avoid risks because we provide our customers with:
1. Access to the most comprehensive data from a trusted partner spanning the entire automotive lifecycle, across all our solutions.
2. Access to the largest, most experienced and trusted team of analysts and data scientists from the automotive industry who provide you with unrivalled historical, current and forecasted information to help capitalize on opportunities and avoid risk.
S&P Global Mobility is your trusted partner who can quickly react and provide you the best support during the crises and changes of the rapidly evolving auto industry.
For more information or to speak to a S&P Global Mobility expert, please contact us at [email protected] or visit ihsmarkit.com/automotive
electric vehicle trendselectric vehiclesautomotive datasustainable mobilityvehicle productionvehicle technologyautomotive insightsGlobal Auto Demand Trackervehicle demandvehicle parts demand
How much do Finance & Accounting jobs in Virginia pay?
Based on 3247 listings with disclosed salaries, most finance & accounting jobs in Virginia pay between $66k–$200k per year. Individual offers vary with seniority, company size, and specialization.
How many Finance & Accounting jobs are open in Virginia right now?
There are currently 4,866 open finance & accounting positions in Virginia listed on Clera. New openings are added daily as companies post roles.
Which companies are hiring for Finance & Accounting roles in Virginia?
Companies currently hiring include Capital One, Truist, MicroStrategy (now Strategy - Old Page), Amazon, CoStar Group, among others. Browse the listings above to see every active employer.
Are there remote or hybrid Finance & Accounting jobs in Virginia?
Yes — 1458 of the 4866 open finance & accounting positions offer remote or hybrid work (557 remote, 901 hybrid).
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