Position Overview

This role sits at the intersection of Finance and Human Resources and serves as the enterprise Finance lead for workforce finance, compensation analytics, labor cost forecasting, and reporting.

The Senior Manager helps shape one of the company's largest cost categories by establishing workforce-related financial assumptions, analyzing compensation and labor cost trends, and ensuring hiring plans, compensation decisions, and organizational changes are accurately translated into a clear financial view for leadership.

Business leaders and their finance partners retain ownership of labor cost forecasts and staffing plans. This role establishes enterprise workforce assumptions, provides workforce financial analytics and reporting, supports compensation and labor cost modeling, and helps ensure forecasts are complete, consistent, and aligned with company financial objectives.

Reporting to the Senior Director of Enterprise FP&A, this position partners closely with HR, business finance teams, and business leaders to support the annual operating plan, quarterly forecast cycles, workforce analytics, compensation planning, 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 Finance and Labor Cost Modeling

Develop and maintain workforce financial models, including headcount, compensation assumptions, benefits, labor burden, and stock-based compensation
Support annual operating plan and quarterly forecast processes by establishing workforce assumptions, consolidating business-owned labor forecasts, analyzing organizational changes, and validating alignment across business units and functions.

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.
Partner with HR and leadership to analyze and develop enterprise assumptions for merit increases, incentive compensation, benefits, payroll taxes, and other workforce cost drivers that can be consistently applied by business finance teams.

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 workforce investments, 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 appropriately incorporated into business 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.
Support long-range planning through workforce cost modeling and scenario analysis of organizational changes, restructuring activities, and strategic labor initiatives.

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, or a related quantitative field.
6-10 years of experience in FP&A, workforce finance, compensation analytics, labor cost forecasting, or a similar analytical role.
Hands-on experience developing workforce financial models, labor cost forecasts, and compensation analyses 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, 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, payroll, and business 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 finance and analytics capability that gives Finance, HR, and business leaders a clear view of headcount, labor costs, compensation trends, and organizational changes.
Workforce forecasts are accurate, timely, and reflect approved hiring plans, compensation assumptions, and financial targets.
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 decision-making around organizational changes.
Hiring governance and position control processes are structured and effective, with approved positions appropriately validated, tracked, and reflected in forecasts.
Compensation and labor cost analyses provide meaningful insight into merit, bonus, incentive, benefits, 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.